• Nomination period: April 1–14
• Election date: Online on May 11
• Results: Announced at the AGM on May 12 at 13:00

• Chair
• Secretary
• Treasurer
• Membership/Recruitment Secretary
• Equality Officer
• RIASA Officer
• Adjunct Faculty Officer
• Health and Safety Officer
• Green Officer
• Staff Officer

Full descriptions of committee officer roles can be found here: Constitution_UCU-Richmond May 2021

Remember, remember the 5th of November – no treason, no plot, just unity and action.
On November 5th, Richmond UCU didn’t blow things up — we built something better. 

Our Positive in Pink Action Day at Chiswick Park Campus was a celebration of solidarity and a powerful statement about fairness in higher education. 

✅ What we set out to do: 

• Raise awareness of UCU’s vital work for staff and students 

• Highlight the challenges of low pay, insecure contracts, and the devaluing of faculty 

• Build solidarity across our university community 

✅ What we achieved: 

• Students showed incredible support, engaging in conversations about fairness and the future of education 

• Pages of petition signatures collected to present to senior management 

• (Hopefully!) new members recruited and our profile raised with leadership 

The day was full of creativity and energy — from vibrant displays to homemade treats — and seeing colleagues in person made the trip to London well worth it. 

Special thanks to our amazing team: 

• Piola Massarato for artistic flair and beautiful displays 

• Catherine Dille for her energy, biscuits and endless enthusiasm 

• Martin Brown for persuasive conversations and hands-on help 

• Shuna Nielson for organisational brilliance and coordinating campus visuals 

• Sam Bracey for empowering and positive leadership in pink! 

• Lucia for posters and videos, Kandida for the newsletter, Molly for website updates
  And to Barry Jones (UCU London Regional) for his support, and our students for their solidarity. 

It was a long day, but more people attended our meeting than usual — a success in itself!

We are proud. We are united. We are the university.
#WeAreTheUniversity #WeAreRAUL #FairPayNow #SecureJobs #JoinUCU #SolidarityInPink 

Join us on Wednesday 5 November for the Richmond UCU Action Day!

This November 5th, we’re not blowing things up, we’re building something better. 
No bonfires, no fireworks; just solidarity, strategy, and solutions.

The all-faculty meeting (12:30-13:00) is a short, impactful session that’s open to everyone. Invite your colleagues who haven’t joined UCU yet and want to learn more. We’ll be raising awareness about the work we do to improve conditions and address challenges faced by members and non-members alike.

Directly after, the members-only branch meeting (13:00-14:00) is your opportunity to get involved and share your views.

Wear fuschia pink or purple in solidarity!

Sam Bracey for Chair

Since 2022, I have proudly served my colleagues at Richmond UCU Branch, first as RIASA officer, then as Secretary, and currently as Chair. Leading a dedicated executive committee, I have been instrumental in pay negotiations and securing stable contracts for adjuncts. My efforts behind the scenes have focused on advocating for improved working conditions for all faculty and holding senior management accountable. I have consistently challenged policy changes and worked constructively towards positive transformations, particularly in terms of workload and work-related stress.

In the upcoming term, my goals include:
– Enhancing job security for all faculty members.
– Improving mental health support and resources.
– Strengthening our collective bargaining power.


I am committed to continuing this vital work and ensuring our collective voice remains strong and effective. I would be honoured to serve again in 2025-26. Together, we can achieve even greater successes and build a brighter future for all.

Catherine Dille for Branch (Co-)Secretary

I have taught History at Richmond for nearly ten years and joined the Executive Committee of the Richmond UCU Branch a year after its formation. I was elected Adjunct Officer in 2021 and have since served as the Branch’s Green Officer before stepping into the role of Co-Secretary last year. Concerns around precarious employment and promoting sustainability at the University remain important issues to me, and I continue to campaign in these areas. Alongside supporting the smooth running of the Executive, I have been involved in reviewing University policies, casework, negotiations on pay and working conditions, improvements to employee benefits, support for members opting for voluntary severance and discussions on role profiles and progression. If elected, I would be pleased to continue in the role of Co-Secretary, working to represent the interests of colleagues, both individually and collectively, across the University.

Lucia Morawska for Branch (Co-)Secretary

I hope to continue to bring my knowledge of ethical and sustainable issues, plus my enthusiasm, to the role of Green Officer. By building relationships, and listening to everyone’s ideas, we can find ways to turn talk into action. After teaching Ethical Fashion and Sustainability for several years I realise there are no easy solutions, but we can improve the impact of our actions on our environment when the will is there.

Kandida Purnell for Equalities Officer

Kandida Purnell (Associate Professor of International Relations) has experience working for UCU at University of Aberdeen (2014-2016) and here at Richmond where she has previously fulfilled the Committee role of Health and Safety Officer (2022-2023) and is the current Equalities Officer (2024-Present). If Kandida were to be re-elected as Equalities Officer she would prioritise working to close Richmond’s gender pay gap (currently 5.82% and rising in the last 12 months) and focus on advocating for Richmond to introduce a maternity pay scheme in line with sector norms (there is currently no scheme in place meaning Richmond staff and faculty on maternity leave lose their salary completely and live on UK Government provided ‘Statutory Maternity Pay’ (SMP) of £184.03 per week after the first six weeks of their maternity leave). In this role Kandida would also continue UCU Richmond’s work on reducing gender, race, and class-based inequalities by working Richmond’s executive on issues including flexible working, absence management, harassment, equal pay or undertaking equality impact assessments.

Emmanuel Okyere for Treasurer

I have been with the Richmond UCU Branch since its formation, first as Equality Officer, and more recently as Membership Officer. I have attended UCU workshops, attended and minuted Branch meetings, and campaigned with UCU colleagues for the improvement of conditions for Adjuncts. I have also participated in meetings with RAUL Exec regarding the formation of the new contracts, as well as pay review meetings – and devoted many hours to scanning the relevant paperwork to suggest improvements. 2025 will be the second year I represent our Branch by attending the national UCU Congress. With the ongoing changes that RAUL faces, a healthy UCU Branch membership is crucial to give a united voice to all Faculty – and, hopefully, when possible, also to Staff. I would like to continue in the role of Membership Secretary. I believe that my commitment to increasing Branch membership among Faculty and Staff, together with my organisational expertise, will continue to be helpful in this role, where I would also continue to offer my services to the UCU Exec.

Piola Massarotto for Adjunct Officer

In these challenging times, the issues facing zero-hour-contract faculty remain unresolved and are compounded by the rollout of Faculty Education roles. Having moved from an adjunct contract into one of these new positions, I am witnessing firsthand the inequalities and tensions they can create.
Both groups deserve fair treatment, clear communication, and strong union representation.
I am committed to defending the rights of all adjunct and education faculty, and pushing back against structures that divide us. I want to foster spaces for solidarity, collaboration and collective action. Through our UCU branch, we can build unity and fight together for real, lasting change.

Martin Brown for Health and Safety Officer

I have been a member of UCU for over 20 years. I’ve been proud to serve on the branch’s executive committee since its inception.

Over the years I’ve been both an adjunct lecturer, and a full-time faculty member at Richmond, and have served in several other roles, including the associate Dean of Research and as Faculty Representative, and more recently as Health and Safety Officer. These experiences provide me with a solid foundation upon which to support the work of colleagues across several core issues, especially in our key campaigns tackling stress, inequality, pay related issues and the implementation of the workload model. I would hope to be re-elected again as H&S Officer to continue improving our working conditions for all members of the UCU, across both campuses.

Overview 

The University has introduced a Voluntary Severance Scheme (VSS) to support deficit reductions and achieve a financially sustainable position. This scheme is available to all qualifying employees who wish to voluntarily resign in return for a severance payment. 

Key Points of the Scheme 

• Eligibility: All employees with at least one year of service, except those on fixed-term contracts ending before January 31, 2025, or those who have already accepted another job offer. Adjunct Faculty are ineligible. 

• Application Period: From October 3, 2024, to October 31, 2024. 

• Severance Payment: One month’s basic salary for each year of service, capped at 12 months and a maximum of £50,000. 

• Notice Period: Employees will work their full notice period, with faculty expected to teach until the end of the Spring semester. 

• Settlement Agreement: Required for the severance payment,we pushed for the fee to be aligned with UCU costings and the University have agreed to cover up to £400 plus VAT for independent legal advice. Settlement agreements must be reviewed by a solicitor or other independent legal adviser before they are legally binding in the UK. 

• Re-employment Restrictions: Employees leaving under the scheme cannot return to work for the University in any capacity for two years. 

Financial Considerations 

• Tax Implications: Payments over £30,000 will be taxed, potentially at a higher rate, which could be refunded at the end of the tax year. Higher National Insurance contributions and student loan repayments will also apply. 

• Payment Timing: The lump sum will be paid in your final month’s pay. 

• Benefits eligibility: You may not be eligible for benefits you may wish to use a benefits calculator 

Leave Entitlement 

The Branch has raised concerns that faculty members, who are contractually obliged to take leave out of term time, will lose their annual leave if they take up the scheme. Faculty will be expected to teach until the end of the Spring semester, providing time to seek alternative employment while being paid until the end of May.  The University has responded to our concern as follows:  

“…whilst we do appreciate the majority of Faculty would not take leave during the semester, the employment contract does not completely rule this out (see extract 9.2 below). This means that some colleagues may take some leave during a semester”. They have also agreed that accrued leave may be paid but would be subject to tax.  

We advocated for payment of annual leave for all, rather than leaving individuals to negotiate on this issue in the terms of their settlement, as annual leave is a statutory right. We advise all those approved for VS to apply for their full remaining annual leave entitlement (calculated from September to the end of May; approximately 25 days) in writing to ensure there is written evidence in case of any dispute over this issue.

Independent Advice 

• Financial Advice: MoneyHelper 

• Legal Advice on Rights: ACAS 

• Career advice: National career advice 

UCU Support 

While your UCU Branch cannot offer financial or legal advice, members have access to UCU national legal advice through their membership (please contact the Branch for a referral and view UCU Legal information). We are here to support you and to fight for fair terms and conditions. 

For further details, please refer to the full Voluntary Severance Scheme document or contact HR. 

Richmond UCU Branch Executive Committee 

Summary of Key Feedback from the UCU Working Space Survey, Jan/Feb 2024 

General overall feedback on the proposals indicated a breakdown in communication and concerns over functionality of the space (currently and in the future): 

Around half of employees are not satisfied with the current working space at Chiswick.  

Figure 1: Satisfaction with current working space 

A minority of respondents are very satisfied with the current lay out and the improvements in conditions over the former campuses in Richmond and Kensington  

Figure 2: Satisfaction with future working space 

When asked about the future plans for working space only 7% were very satisfied, 10% satisfied. The majority of respondents were dissatisfied with the proposed working space arrangements. 

The majority of respondents felt they were not adequately informed about the future plans for the reconfiguration of the ground and first floor (indicating communication has been ineffective). 

People are concerned about the reduction in desk space for faculty and staff.  

Worries over hot-desking and the practicalities of finding a space to work. It was pointed out that the room booking system is not easily accessed as it is, and it is not practicable to book a desk to work on when ad hoc spaces are what is needed. 

Most participants voiced concerns about storage, especially storage on dedicated desks, as is the practice for some faculty and staff. 

Others mentioned issues related to access to natural light and a consistent temperature.  

The importance of having a space that was separate from students was raised by the majority of employees due to concerns over: confidentiality, noise, and security of possessions and food. 

Currently, space is being managed poorly; students using meeting spaces to eat in, using classrooms as social spaces and the laptops in classrooms to play games on etc. Lecturers are going into classrooms to find students having disconnected cables on the main laptop and food left in the room. 

Dedicated spaces with clear demarcation and adequate sound-proofing were cited as critically important to colleagues’ ability to carry out basic functions of their roles: 

The lack of any quiet working spaces currently and the need for availability of specific quiet spaces, with natural lighting, were cited as essential for carrying out work requiring concentration, and for colleagues who are unable to work effectively with distractions. 

The availability of specific collaborative spaces in which colleagues can talk without the worry of disturbing others. 

The availability of meeting spaces which are faculty/staff only (i.e., not available for students to book) for meeting with colleagues or students, or participating in Teams meetings. 

Clear areas that are faculty/staff only are needed. 

Working from home was welcomed by some but was raised as an issue by many: 

Mandatory home-working is not viable for everyone as home circumstances vary widely; this is a major worry for those without the space to easily work from home. 

If faculty and staff are required to work from home they raised the issue of increased personal costs of utilities (heating, electricity, etc.) 

Summary and Recommendations 

Open and clear regular communication and consultation throughout the process is needed. HoDs are not generally cognisant of individual personal circumstances. Dedicated spaces to suit all aspects of operations are needed. Storage, including lockable storage for personal items, is essential, as well as space for materials used in teaching.  

Adequate management of the space currently and in the future is essential to the smooth running of the university. Home working needs to be addressed by the UET and assessed via the University policy. In addition, all employees need to be canvassed to determine the viability of homeworking for everyone. Tax relief guidelines for home working need to be reviewed to see if the university can accommodate claims.  

There was also concern whether the University has a long-term plan for the use of space as expensive, temporary changes seem to be undertaken. Moving forward, the future strategy for the management of space at the Chiswick Campus needs to be transparent, shared with all stakeholders (faculty, staff and students) and clearly defined. 

The UCU met with members of the University Executive Team on 15 December to discuss the findings of our 2023 Stress Survey. Following up on the UCU’s 2021 survey, we reported that unacceptable levels of stress have continued for faculty and staff at Richmond. The main causes are increased workload and poorly managed changes (ie. last minute deadlines, information requests, etc).

See here for the UCU Stress Survey Preliminary Findings Report 2023.

The University has a legal duty to address unacceptable levels of stress. UCU have called on the University to make this a priority. Workloads need to decrease. More faculty are needed to redistribute the load and responsibilities. UCU has argued that unacceptable levels of stress should be solved by moving Adjunct Faculty to permanent contracts, and stopping the use of zero-hour contracts!

We also agreed that we all need to work together to destigmatise mental health. Mental health is a workplace issue. As the UCU reports, “One in four people will experience some kind of mental health condition in the course of a year.” While there are a number of factors involved, economic recession, workplace uncertainty, and stress exacerbate the issue.

Don’t suffer alone. Report your unacceptable levels of stress. Tell the Union.

To find out more or to get involved, email the UCU branch. You can also attend the UCU course, Mental Health is a Trade Union Issue, online 10 May.

https://www.ucu.org.uk/workloadcampaign#resources

This Halloween RAUL UCU will reveal the horror story of pay at Richmond and listen to the haunted tales of insecure contracts from our ghost adjunct faculty!

Join us for our action in Chiswick on October 30th and Leeds on October 31st.

Help us end our nightmare…

Welcome back to another academic year at Richmond!

For an update on what the Branch was up to over the summer and campaigns for the fall, see our more recent newsletter.

We have also launched a second Occupation Stress and Workload Survey. All employees at Richmond can complete it and the information is vital to ensure a reasonable workload. The survey closes Friday October 6^th. Please complete it if you can. Click here to start the UCU Occupational Stress Survey 2023.

We are also continuing pay negotiations. We will keep you up to date, but please reach out if you would like more information or want to get involved!