Author: Paul

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Protection Masters Dispute

Further to our last update, the RMT executive is now reviewing plans to name dates for action across the London Underground Network.

 

The RMT have been made aware of potential plans to change the way workers are paid and the contract handled.

 

This would mean one supplier and staff being paid for the role that they undertake.

 

Variations of this theme have been circulated before and we have addressed them all with LUL. Suffice to say that the RMT maintains two principles.

 

We believe that there should only be one employer, that is London Underground. These people should be brought in-house and receive the same travel and pension rights as existing staff.

 

We will not accept a cut in conditions and demand a pay increase for our members and we are willing to fight for that.

 

It has also been brought to our attention that due to recent case law that the possibility exists that these staff may  have employee status with London Underground or Morsons/ Cleshars.

 

We intend to examine that issue further

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Blacklisting public inquiry in the Labour Manifesto

Page 48 of the Labour Manifesto:

 

“We will establish public inquiries into historical injustices including blacklisting and Orgreave, and ensure the second phase of the Grenfell Inquiry has the confidence of all those affected, especially the bereaved families and survivors. We will also consider a public inquiry in the case of Zane Gbangbola.

 

We will require judicial warrants for undercover operations and retain the Mitting Inquiry into undercover policing.

 

We will release all papers on the Shrewsbury 24 trials and 37 Cammell Laird shipyard workers and introduce a Public Accountability Bill”.

 

Blacklist Support Group are proud to have stood shoulder to shoulder on shared platforms for more than 10 years with campaigners fighting for justice for Orgreave, Grenfell, Zane Gbangbola, victims of undercover political policing, the Shrewsbury Pickets and Cammell Laird ship workers. We have demanded and fought for a public inquiry for over a decade – it is our campaigning that has led to this manifesto commitment. We therefore whole heartedly support this pledge towards getting the truth we, and other working class miscarriages of justice, deserve. But working people should never place dewy eyed trust in politicians, lawyers or union leaders to solve our problems for us; continuing to build a movement remains essential.

 

 

 

 

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RMT Circular Nov 2019

WORKING TIMETABLE 44/45 (WT44/45) TRAIN OPERATORS, BAKERLOO LINE – LONDON UNDERGROUND (LUL/14/2)
 
Our Industrial and Health and Safety representatives on the Bakerloo line have been raising serious concerns over the implementation of Working Timetable WT44/45 which has been in place since May 2019. We firmly believe this timetable is failing and is causing undue stress on Train Operator members.
 
The timetable has resulted in Train Operators being disciplined for SPADS, forced to work compulsory overtime and even being left unable to use the toilet. All of this has contributed to members suffering unacceptable stress levels because of undue pressure being placed you by management. Our representations on this matter have been disregarded with requests for an ad-hoc IR machinery meeting being rejected.
 
An emergency meeting was convened last Friday by local management seemingly as a result of them becoming aware of the anger and strength of feeling of members. However this meeting resolved absolutely nothing and management refused to reconsider the timetable or your representative’s compromise proposal for a suspension of disciplinary sanctions and other holding measures whilst this dire and unacceptable situation is addressed.
 
As a result of LUL’s failure to address our concerns we have told them we are now in dispute and will be balloting all Train Operators and Instructor Operators on the Bakerloo Line for strike action and industrial action short of a strike. This process has already begun and ballot papers will be sent out from next Wednesday (27th November 2019) with a closing date of Tuesday 17th December 2019.
 
The current state of affairs on the Bakerloo Line is totally unacceptable and management’s abject failure to address any of our concerns is nothing short of appalling. We must send them a clear message that this will not be tolerated so I urge members to vote strongly and decisively in favour of action in this dispute.
 
BREAKDOWN IN INDUSTRIAL RELATIONS, TRAIN OPERATORS, VICTORIA LINE – LONDON UNDERGROUND (LUL/14/2)
 
Further to my circular IR/465/19 15th November 2019, your NEC considered a recent report from the lead officer as well as correspondence from LUL received following discussions held under the auspices of ACAS. Having considered the current position the NEC decided that we should discuss the issues most recently raised by our negotiating team through the machinery and that we should also consolidate our already gained commitments from LUL.
 
Therefore the NEC has decided to call off all industrial action called for Wednesday 27th and Thursday 28th November 2019 and members are instructed to work normally on those days.
From this point we will continue discussions over this matter with the company and report back to this NEC, members and branches with any further developments.
 
BREAKDOWN IN INDUSTRIAL RELATIONS, TRAIN OPERATORS, CENTRAL LINE- LONDON UNDERGROUND (LUL/14/2)
 
Further to my previous Circular (IR/399/19, 2nd October 2019), I have received a resolution from our Central Line East Branch advising that Central Line Management are reneging on the recent agreement reached at ACAS. The Branch believes that London Underground is not adhering to the letter or the spirit of our agreement and that our members are suffering at the hands of overzealous managers who apply disciplinary actions with no discretion irrespective of the member’s case.
 
This matter has been considered by the National Executive Committee, which has noted the appalling treatment of our Driver members and that Central Line Management are reneging on the agreement reached at ACAS, especially when in trust we had suspended strike action.
 
I have been instructed to arrange an emergency meeting of our TFC rep, industrial reps, Lead Officer, Senior Assistant General Secretary and NEC members to discuss immediate preparations to ballot all of our Train Driver members of Central Line East Branch. This meeting is currently being arranged and I will keep you advised of all further developments in this matter.
 
JUSTICE FOR ABM CLEANERS – LUL CONTRACT
 
Further to my previous Circular (IR/428/19, 22nd October 2019), the ballot has concluded with members’ voting as follows:-
 
Are you prepared to take strike action?
 
Number of individuals who were entitled to vote in the ballot:              620
Number of votes cast in the ballot:                                                 299
Number of individuals answering “Yes” to the question:                       294
Number of individuals answering “No” to the question:                        5
Number of spoiled or otherwise invalid voting papers returned:            0
 
Due to the Conservative Government’s Anti-Trade Unions Laws and intimidation of RMT cleaner members by ABM Facility Services; this ballot failed to reach the required voting turnout threshold by 11 votes – despite us having a 98.3% “Yes” vote for strike action! The requirement for 40% of members voting “Yes” was met but the requirement for 50% of all members turning out to vote wasn’t met.
 
On behalf of myself and the Executive Committee, I would like to take this opportunity to thank our ABM Representatives for their hard work in the campaign. I know we are all disappointed that we didn’t quite get over the line but we are still determined to achieve justice for ABM cleaners.
 
ABM Facilities Services, London Underground, TfL and the GLA are collectively party to a joint enterprise of exploitation via a low-cost employment model ultimately presided over by the Mayor of London, Sadiq Khan, to keep costs down at the expense of their exploited tube cleaners.
 
I am arranging an urgent meeting with our ABM Representatives, Lead Officer, Senior Assistant General Secretary, LU branches, London Transport Regional Council and NEC members to organise an immediate Day of Action and other campaigning activities.
 
This fight for workplace justice goes on and we will be stepping up the pressure on the London Mayor to end the scandal of the two-tier workforce on the London Underground. I will, of course, keep you fully advised on further developments.
 
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International Day for the Elimination of Violence against Women (25th November)

On International Day for the Elimination of Violence against Women, an RMT survey reveals more than 70% of women transport workers have experienced violence at work
 
A new RMT survey reveals shocking levels of violence against women transport workers (those employed in rail, London Underground, on buses and ferries) with 72% of female workers reporting that they have experienced violence at work in the last year.
 
The most common form of violence was verbal abuse, followed by threats of violence or assault.
 
Appallingly 20% of incidents involved a physical assault.  
 
An overwhelming majority of female transport workers, 79%, believe violence at work has increased in the last year.
 
Despite this, employers are failing to take robust action to tackle workplace violence.
 
65% of female workers who experienced violence were not satisfied with their employer’s response to the incident and nearly 60% of all female workers had not had been told how to report violence at work.
 
The comments from female transport workers describe an industry in which violence has spiralled:
 
“Constant verbal and at times physical abuse on the barriers” (Rail worker)
“Hit, bitten and pushed” (Rail worker)
“The man who was sexually harassing me got banned from the station until his court date, then got fined, however he was allowed to use the station after his court hearing” (Rail worker)
“Verbal threats are now received on a daily basis with weekend shifts being horrific” (Rail worker)
 “The people who do this should be banned, but instead they are allowed to continue riding your buses” (Bus worker)
“I receive verbal abuse every other day, get called names being an Asian young female, I have been threatened multiple times.” (London Underground worker)
“Last 12 months, verbal, spat at, threatened. I have been physically assaulted on a number of occasions in the past as well.” (London Underground worker)

RMT General Secretary Mick Cash said:
“These findings are a disgrace. That women transport workers are being increasingly subjected to such levels of violence, abuse and sexual assault proves that employers are not doing enough to protect their workers.
 
“Enough is enough. Employers must have a zero tolerance approach to violence against transport workers. Violence at work is not and will not be allowed to become ‘part of the job’.
 
“It is vital that robust action is taken against perpetrators, so I welcome the commitment in the Labour manifesto that a Labour Government would protect public facing workers by toughening the law against abuse and violence.
 
“RMT is stepping up the campaign against workplace violence and will take all steps necessary to protect our members.”
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Tory ban on Rail strikes

General Secretary Mick Cash said;
“Banning strikes is the hallmark of the right wing junta not a democratically elected British government. RMT would fight any attempt to strip our members of their basic human rights.
 
“What the Tories are after is banning rail workers from striking to defend passenger safety and accessibility and that is a disgrace. 
 
“This is old school class war from the Tories and would give the green light to the greedy private train companies to unleash havoc completely unchecked in the pursuit of profits.”
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The importance of us having your correct details

Did you know that the RMT needs your details to be correct because in the event of industrial action, we need to reach certain levels of accuracy regarding grade, location and company but also thresholds for a ballot to be legal.

 

Under the 2016 Trade Union Act Ballots for industrial action in important public services will need at least 40% of union members to have voted in favour of them before disruptive strikes can go ahead and at least a 50% turnout.

 

This is to make it harder for your union to defend or enhance your terms and conditions.

 

So can every member please make sure that your address, contact and employment details are correct.

 

You can check online at

 

www.rmt.org.uk/home

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Long Service Awards 2019

The branch is holding a special presentation for members with 10, 25, 40 and 50 years service on the 6th December 2019, details below.

 

If you have not received an invite and feel that you have the correct service then please email

 

LUEngineering@rmt.org.uk

 

Many thanks

 

 

https://www.luengineeringrmt.co.uk/event/branch-xmas-social-long-service-awards-2019/

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London Underground Pay 2019

That we note the full and final offer from the company was discussed at an all LU Reps meeting last Thursday.
 
The unanimous view of the reps meeting was to reject the offer as aspects proposed by the company such as years 2 & 4 of the 4 year offer which are 1.4% respectively un-linked to RPI is an attempt by LU to offload the significant risk of hyperinflation following the Governments mis-handling of Brexit; onto our members.
 
Progress made by the Lead Officer and our Negotiations Team albeit a starting 1hr reduction off of the working week (35hrs to 34hrs) by the end of the 4 years; is a framework that is enabling the beginning of an unprecedented move from a 35hr week down to a 32hr 4 day week in line with our unions progressive policy to be further pursued.
 
Whist we will not let go of the progress made by our Negotiation’s Team on the Shorter Working Week; neither will we subject our members to the companies plan to put them at risk of a potential significant pay cut.
 
This union does not gamble with our members livelihoods!
 
Without question the only feasible way to provide a resolution to this dispute is for the London Mayor to fund a substantially improved new offer which necessitates him putting more new money on the negotiations table.
 
Other aspects of our original pay claim not addressed in the company’s offer such as the removal of the CSA2 by upgrading to CSA1 were also raised.
 
Accordingly; we instruct the General Secretary to provide all assistance in preparing a ballot matrix for a ballot of the entirety of our London Underground membership for a ballot for Industrial Action; which is to be completed with a target for the strike ballot ready to go by the end of November.
 
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ACCESS TO TOILETS SURVEY

ACCESS TO TOILETS SURVEY
 
World Toilet Day is 19th November, and the International Transport Federation (ITF) is launching a Transport Workers’ Sanitation Charter.  This is following on from the ITF Congress in 2018 which made access to decent sanitation a priority.
 
Since then ITF Women has continued to lead on this campaign to raise standards globally.  Lack of access to decent facilities and sufficient break times is an issue for all transport workers, but causes particular difficulties for women transport workers.
 
Time and time again I hear of the difficulties that our members face in either having access to a toilet that is fit for purpose or being given enough break time to use one.  So we are conducting a quick survey to gauge the level of the problem across our sectors to raise awareness about this issue.  Please do complete this survey via the link by 9am Monday 18 November: 
 
Yours sincerely,
Mick Cash
General Secretary
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New Inflation rates for year to October 2019

New Inflation rates for year to October 2019
 
The Office for National Statistics (ONS) have published inflation rates for the year to October 2019. The Retail Prices Index (RPI) was 2.1%, down 0.3% on the year to September 2019. The alternative measures of CPI and CPIH were 1.5% (down 0.2%) and 1.5% (down 0.2%) respectively.
 
Your union’s policy is to use the RPI rate for all pay negotiations. Should an employer attempt to use alternative inflation measures during pay talks, please inform the National Policy department as soon as possible.
 
I would be grateful if you could bring the content of this circular to the attention of all members in your Branch.
 
Yours sincerely
 
 
Mick Cash
General Secretary
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THE NATIONAL LESBIAN, GAY, BISEXUAL AND TRANSGENDER + MEMBERS’ CONFERENCE 2019

THE NATIONAL LESBIAN, GAY, BISEXUAL AND TRANSGENDER + MEMBERS’ CONFERENCE 2019
 
I write with regards to the above matter and to inform you that the resolutions which were passed at this year’s National LGBT+ Members’ Conference have been considered by the union’s National Executive Committee. The resolutions together with the NEC decisions are as follows:
 
i)                     RMT Sponsored MP’s, Exchange Visits and Guest Speakers
“This Conference notes that:
 
1.    within the RMT Group of sponsored MPs there has been instances in the past where some have not shown support for LGBT+ matters and could be deemed as homophobic, biphobic or transphobic.
2.    the RMT arranges exchange visits and visits to other countries.
3.    guest speakers etc. are invited to attend various functions of the RMT, i.e. AGM, NEC meetings, conferences, Regional Councils, branches, etc.
This conference requests the General Secretary and NEC to:
 
  1. seek a commitment that all our sponsored MPs whilst entitled to their own individual opinion, are committed to supporting our members and their constituents on LGBT+ matters.
  2. establish that locations of exchange visits and visits are not known as being hostile towards LGBT+ matters and persons. Also that they do not have homophobic, biphobic or transphobic etc. practises, such as discriminatory laws, bullying, torture, legalised killings, etc. In the event of such we request that serious consideration should be given to boycott the location, until such times as suitable amends and support are made on LGBT+ matters.
  3. devise a policy stating that as far as possible for all to establish prior to any invite that they support union policy in line with LGBT+ matters. We also request that any who are known to be blatantly homophobic, biphobic or transphobic are not invited or associated with the good name of the RMT.”
National Executive Committee decision:
 
“We note the resolution and instruct the General Secretary to discuss the matter with the Parliamentary convenor and report any feedback.”
 
ii)                    RMT Goods Services
“This Conference notes that the RMT often engage in purchases and services from various businesses and organisations.
 
We request the General Secretary as far as is possible establish prior that they support RMT policy in respect of LGBT+ support. Should any organisation or business be known to be blatantly homophobic, biphobic or transphobic, their services should either not be engaged or terminated, until such time as they can prove they have made amends and support LGBT+ matters.”
 
National Executive Committee decision:
 
“We note the sentiment of the resolution.  We instruct the General Secretary to take such matters into consideration for union’s procurement.”
 
iii)                   RMT LGBT+ Charter
“This Conference notes the good work done in producing various charters such as the “Womens” and “Cleaners” charters and request the General Secretary produce an updated “RMT LGBT+ Members Charter” and suitable, supporting publicity and promotional materials, including a supply of “RMT Rainbow LGBT+” sails.”
 
National Executive Committee decision:
 
“We instruct the General Secretary to carry out in line with the resolution.”
 
iv)                  Rights and Protection for LGBT+ People in Post-Brexit Britain
“Britain is considered one of the most LGBT+ friendly countries in the world, based on anti-discrimination legislation, marriage rights, adoption, transgender rights and equality of the age of consent. But these hard-won rights are very precarious after parliamentarians voted down Lord Pannick’s amendment (2018) to the European Union Withdrawal Bill retaining the EU Charter of Fundamental rights.
This Charter is the only legally binding international human rights document that expressly protects against discrimination on the grounds of sexual orientation and trans people and those who do not conform to traditional gender constructs.
The British government has a dark and shameful history of persecuting LGBT+ people. The Home Office continues to deport desperate LGBT+ asylum seekers to countries where they face extreme persecution, imprisonment, and even death. Seventy three countries around the world still criminalise private, consensual sexual activity between adults of the same sex. Thirteen still have the death penalty.
Half of these countries are members of the Commonwealth and continue to uphold harsh anti-LGBT laws imposed by the British under colonial rule. The Commonwealth charter does not specifically enshrine protection for LGBT people. Blackmail, extortion, discrimination, physical and sexual violence is commonplace against lesbian, gay, bisexual, and transgender people in many countries and key politicians and religious leaders continue to actively fund and inflame hostility and anti-LGBT sentiment.
The recent protests in Birmingham over school sex education is a reminder that we have not moved as far from Section 28 as we thought. We cannot take our rights for granted in post-Brexit Britain, especially at a time when there is an upsurge of the far right across Europe, the United States, and Brazil, and a rise of xenophobic populism, anti-migrant rhetoric, anti-Muslim rhetoric, anti-Semitism, and high levels of stigma, intolerance, violence and discrimination against LGBT+ people.
This branch calls on the RMT General Secretary to take urgent steps to mobilise all members of the RMT parliamentary group to ensure that the rights and protections for LGBT+ people in the EU Charter of Fundamental Rights will be enshrined in British law once the UK leaves the EU.”
Note:  This was submitted to the AGM.
 
National Executive Committee decision:
 
“We instruct the General Secretary to raise with our Parliamentary group.”
 
v)                    Discrimination and Repression in Cuba
“This union notes that the Cuban government banned this year’s Pride march. We support and endorse LGBT+ Cubans who marched in defiance of this ban, and deplore the arrest of those marchers.
 
We further note that Cuba has not yet legalised same-sex marriage, despite strong demands for it to do so.
 
We appreciate that there are imperialist and religious pressures on the Cuban regime, but do not accept that these are any excuse for attacking LGBT+ rights.
 
Noting that RMT has given strong support to Cuba, we call on the union to clearly state its opposition to these developments and to urgently contact the Cuban government’s representatives expressing our concerns.”
 
Note:  This was submitted to the AGM.
 
National Executive Committee decision:
 
“That we instruct the General Secretary to invite Cuba Solidarity Campaign members to discuss this issue at the next meeting of our LGBT+ Advisory Committee and then place a report back to the NEC.”
 
I will now be acting on the instructions of these decisions and I will, of course, keep you fully advised on any further developments. I would be grateful if you could bring the contents of this circular to the attention of your members.
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Mental Health Awareness

 

MENTAL HEALTH AWARENESS

 

The following resolution was carried at the AGM 2019:

 

Leeds City believes that the RMT should place pressure and influence on those companies that do not currently sign up to the above to do so, and, implement a procedure within their company that will recognise and offer help and support any of our members who are suffering from mental health issues.

 

It is our belief that all companies should sign up, and adhere to, the rules and principles of mental health awareness at a time when mental health issues appear to be increasing within the workforces of many companies.

 

By not signing up to these principles they are denying our member an avenue and the facilities to get help with their problems.  This often leads to employees saying nothing to anyone about their issues.  Often until it is too late.

 

No caring company should have any problem with signing up to this as the benefits are two-fold, helping their employees, our members, stay healthy in both body and mind results in a workforce that does not take time off sick attending work on a regular basis.

 

At their meeting of 26th September 2019, the National Executive Committee noted the following report of their Health and Safety Sub-committee:

 

We instruct the General Secretary to merge this file with the main Mental Health file and further instruct the General Secretary to take this matter up in line with the resolution.

 

Branches and Regional Councils to be informed.

 

I am acting in accordance with these instructions. Please make the contents of this circular available to all appropriate members.

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