Motions are proposals which are presented to the General Members Meetings (GMM). When motions are carried by the majority in attendance at the meeting, then the motion becomes a priority for branch activity. Motions can be submitted to the Equality meetings, Region, and National UCU Congress. Motions that are submitted by the branch to these wider meetings need to be carried at a GMM.

What is the format of a motion? There is no hard set and fast rule for how motions are structured. Generally, they start with “notes,” “believes,” and “resolves.”

While there is no word limit or word minimum for a motion, for the sake of accessibility, the chair of the meeting (the Branch President) can ask that the proposer of the motion to be reduced for conciseness. Amendments to the motion can be proposed. Amendments will be voted on before a vote is taken on the motion (with or without the motion).

Motions can relate to any issue that is relevant to the union and its work. As per rule 3 of the local Birmingham UCU rules, the aims of the local branch are the same as those of UCU.

Motions can not contradict the aims of the union. Motions should be in line with one or more of the 11 aims stated under Rule 2 of UCU rules, with the first being: “To protect and promote the professional interests of members individually and collectively, to regulate the conditions of their employment and the relations between them and their employers, and to safeguard their interests.” See here: https://www.ucu.org.uk/media/14161/Rules-2023-24/pdf/UCU_Rules_2023-24_from_29.05.23.pdf.

2025/2026

1. Trade dispute with Secretary of State for Education over funding (08/07/25 GMM, ratified 25/09/25 Committee meeting)
2. BUCU calls for resolution of UCU-Unite Dispute (01/10/25 GMM)
3. Process for Responding to Reported Health and Safety Hazards  (01/10/25 GMM)
4. BUCU Supports BUnison (01/10/25 GMM)

BUCU supports BUnison

Passed: 100% at 1 October 2025 GMM

This branch notes:

1.That colleagues in the University of Birmingham’s UNISON branch—representing support staff at the university—have voted to take strike action over their pay and conditions

2.That to support its members taking this action, the UNISON branch will provide top-ups to their national strike pay, covering members who lose more than £50 through strike pay deductions.

3.That the leaders of the UNISON branch have requested our support in their action.

This branch believes:

1.That struggles against overwork and stress, and for fair pay and conditions, are shared ones that unite both our unions. An injury to one is an injury to all.

2.That the university relies on all workers regardless of grade or role, and that we together share a collective endeavour in the provision of research and higher education as a public good.

This branch resolves:

To donate £500 from our brunch funds to the UNISON branch strike fund.

Process for Responding to Reported Health and Safety Hazards

Passed 100% at 1 October 2025 GMM 

BUCU notes:

1.The University has statutory duties under the Health and Safety at Work Act 1974, the Management of Health and Safety at Work Regulations 1999, and the Safety Representatives and Safety Committees Regulations 1977.

2.The University must provide a healthy and safe working environment and consult meaningfully with trade unions.

3.Currently, there is no clear or effective process for addressing hazards identified by the union, especially where management practices cause risk. This gap undermines compliance and staff wellbeing.

BUCU inspections have highlighted hazards including:

1.Bullying, harassment, and intimidation.

2.Excessive workload and long hours.

3.Work-related stress and mental health impacts.

4.Without a defined process for escalation and resolution, hazards remain unaddressed, exposing staff to harm and the University to legal liability.

BUCU resolves:

1.To call on the University to establish and publish a clear process for responding to hazards reported by unions.

2.To require management acknowledgment within five working days.

3.To call on the University to engage in cooperative work with the trade unions to resolve reported hazards: for example, a joint investigation (union and management representatives) must begin within ten working days, with findings shared in writing.

4.To call on the university, in the event of a confirmed hazard, to agree a written action plan with the unions when including timescales for implementation and monitoring.

5.To call on the University to encourage staff to raise health & safety concerns and to make an explicit statement of protection from any form of detriment, in line with UK law and University policy.

BUCU calls for resolution of the UCU-UNITE Dispute

Passed at 1 October 2025 GMM, 100% Yes

This branch notes: 

1.The Unite LE127 branch which represents staff working for UCU has been in dispute over a ‘Safe and Professional Workplace’ since March 2024, and have taken 26 days of Strike action. 

2.This dispute covers a wide range of issues related to health and safety, racism and bullying in the workplace, and the breakdown of industrial relations.

3.UCU staff have experienced a rise in days of sickness absence due to work-related stress and mental health from 123.5 days in 2022 to 912.5 days in 2024.

4.In November 2023 the HSE issued UCU with a Notification of Contravention. 

5.During the most recent period of strike action, Unite UCU has reported that UCU edited the out-of-office replies of striking UCU staff to remove reference to the strike, and threatened striking staff with disciplinary action if future auto-replies mention strike participation.

6.During the strike action taken by Unite UCU, the webpage providing advice to UCU members on strike out-of-offices was taken down.

7.UCU’s current FAQ on the dispute includes information on multiple ongoing disciplinary cases, which risks prejudicing the outcome of these cases and is not in the spirit of the ACAS guide on discipline and grievances at work. 

8.UCU’s Rule 29 specifies that the elected UCU National Executive Committee maintains a certain level of oversight in relation to the conditions of employment of staff.

9.UCU Trustees are directly responsible for the assets of UCU and our good standing as an organization

BUCU believes that:

1. A trade union has an obligation to model good employment practices

2. The work that UCU staff provide to our branches is valuable, and we expect them to have access to the same fair work practices that we fight for as a union.

3. Should our union engage in problematic employment or strike breaking practices, there is thea risk that our own employers may observe this behavior and use it against UCU members.
BUCU:

1.Calls on Jo Grady and UCU SMT to enter negotiations with Unite UCU without preconditions.

2.Calls for a stop to the threat of punitive deductions for ASOS –this breaches UCU and TUC policy and only serves to undermine all of us, not least those UCU members currently involved in legal test cases against punitive deductions after taking lawful industrial action.

3.Shares the linked open letter (https://tinyurl.com/UCUOpenLetter), which calls on the NEC and UCU Trustees to try to bring about an end to the ongoing dispute, and encourages all branch members to sign it. 

4.Encourages members to consider making a donation to the Unite LE127 Strike fund: https://unite-ucu-strike-fund.raiselysite.com/

5.Agrees that Unite UCU can publish the list of the branch committees that have signed up to this request.

Trade dispute with Secretary of State for Education over funding

Passed at 9 July 2025 GMM, Ratified at 25 September 2025 Committee meeting

This 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.

This 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.

This branch resolves:

1. To organise an open general meeting with other campus unions to discuss HE14 and the strategy before the start of next term.
2. To contact the local student union and other student groups to discuss the campaign and funding model.
3. To send members to the next cross-branch meeting about the strategy
4. To contact the local MP to discuss the dispute, calling on them to raise the issue with the Secretary of State for Education.
5. To contact the local press to discuss the dispute and the impact on the local community of cuts and redundancies.
6. 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.
7. To write to HEC to ask for regular updates on opening a trade dispute with the Secretary of State for Education over HE funding.