Author: Paul

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HOT WEATHER

HOT WEATHER

 

Following on from a consistent period of high temperature and lack of rainfall the Met Office yesterday issued a weather warning:

 

https://www.metoffice.gov.uk/public/weather/heat-health/#?tab=heatHealth

 

The advice given by the Met Office in their amber warning is as follows:

 

“Advice: Stay out of the sun. Keep your home as cool as possible – shading windows and shutting them during the day may help. Open them when it is cooler at night. Keep drinking fluids. If there’s anybody you know, for example an older person living on their own, who might be at special risk, make sure they know what to do.

 

Advice on how to reduce the risk either for yourself or somebody you know can be obtained from NHS Choices at www.nhs.uk/summerhealth, NHS 111 or from your local chemist.”

 

Clearly while the Met Office advice is mainly offered to vulnerable members of the community it also has implications for workers required to be out of doors during such weather. There is no maximum workplace temperature for workers in this country (although one exists for the transport of livestock). RMT have for many years been campaigning for maximum workplace temperatures and have produced a policy document outlining our demands (see attached document).

 

I will be instructing Regional Officers to ensure our policy is followed by the employers.

 

Posted on

RMT Circular 23rd May 2018

INTRODUCTION OF WTT15 – TRAIN OPERATORS – JUBILEE LINE, LONDON UNDERGROUND (LUL/14/2)

 

Further to my previous Circular (IR/228/18, 10th May 2018), 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:        108

Number of votes cast in the ballot:                                              58

Number of individuals answering “Yes” to the question:                 46

Number of individuals answering “No” to the question:                  12

Number of spoiled or otherwise invalid voting papers returned:      0

 

Are you prepared to take industrial action short of a strike?

 

Number of individuals who were entitled to vote in the ballot:        108

Number of votes cast in the ballot:                                              58

Number of individuals answering “Yes” to the question:                 50

Number of individuals answering “No” to the question:                  8

Number of spoiled or otherwise invalid voting papers returned:      0

 

This matter has been considered by the National Executive Committee, which has taken the decision to instruct all affected members to take part in strike action to demand that the company withdraw the imposition of a timetable which is detrimental to their work life balance and not to book on for shifts that commence between:-

 

  • 00:01 hours to 23:59 hours on Wednesday 6th June 2018

 

  • 00:01 hours to 23:59 hours on Thursday 14th June 2018

 

I will keep Branches advised of all further developments.

 

DISMISSAL, L. VIGO, TRAIN OPERATOR, BAKERLOO LINE – LONDON UNDERGROUND (LUL/4/1)

 

Further to my previous Circular (IR/228/18, 10th May 2018), this matter has been considered by the National Executive Committee, which congratulates our Bakerloo Line Branch, Trains Functional Council Reps, the Lead Officer and Senior Assistant General Secretary on the re-instatement of Bro Vigo by London Underground on Tuesday at a resolution meeting with the Employment Tribunal Judge and London Underground management.

 

Not only have LU re-instated the member back to his driver position but they have also agreed to back pay all his wages – well over a years’ worth – and pay his legal costs plus compensation; all due to the fact that trumped up charges were levelled at him with procedures bent and misused to try and make them stick.

 

The company’s attempt to rule by fear has been exposed by this case and the whole debacle also serves as a wake-up call to London Underground to end the bullying culture which is rife throughout the company and stop setting up and picking off individual staff.

 

The Company has been informed that as a result of the above the dispute situation between us is no longer in place.

 

TFL TRANSFORMATION (TFL/15/4)

 

Further to my previous Circular (IR/23/18, 11th January 2018), the following resolution has been received from our LU Engineering Branch:-

 

“This branch condemns the cuts being carried out across LUL and TfL.

 

We note that LUL are now informing staff that they are intent on ignoring our jobs for life deal (Annex H, PPP Code of Best Practice) and have stated that people may be made compulsory redundant.

 

We also note that the TfL and LUL behaviours in these discussions have fallen short of the expectations that our union has on how these matters will be negotiated. We believe that the companies have failed people on Maternity Leave or with Mental Health, among many other factors and have driven change through that will not work and will make life miserable for many that remain.

 

We also note the feedback of our members that attended the mass meeting on Transformation on the 8th May and unanimously decided to fight these cuts. We therefore ask the National Executive Committee to:

 

  1. Ballot all Engineering Members in TfL in the PMO and Engineering for strike action and action short of strike.
  2. Ballot all members in LUL affected by Transformation for strike action and action short of strike.
  3. Ballot all members in LUL Asset Operations for strike action and action short of strike.
  4. The General Secretary meets with the Mayor and asks him to condemn the cuts and put a halt to Transformation.
  5. That general legal advice on the contractual nature of the PPP Code of Best Practice and particularly Annex H, is distributed to our affected branches”.

 

This matter has been considered by the National Executive Committee, which has taken the decision to arrange for a special meeting to be held with our LT Regional Organiser, Transformation Reps and London Underground at the most senior level to discuss all matters outstanding on LUL Transformation, including individual’s cases. Also to prepare a ballot matrix of our LUL membership as requested in the LU Engineering Branch resolution.

 

I am currently acting in accordance with this decision and will keep Branches advised of all further developments.

 

BREAKDOWN IN INDUSTRIAL RELATIONS, DRIVERS, HAMMERSMITH & CITY LINE – LONDON UNDERGROUND (LUL/14/2)

 

The following resolution was recently received from our Hammersmith & City Branch:-

 

“The H&C Branch has received news from the LUL TFC that London Underground management plan to push ahead with disciplining Drivers (and possibly members of other grades) who they deem to be taking excessive PnR’s (personal needs relief). It is a long standing Branch policy that members should not be subject to disciplinary action for taking PnR’s, in accordance with the LUL rule book.

 

As this forms part of our former dispute resolution from a previous dispute and was as far as we are concerned agreed at ACAS that this practice would cease, we must re-enter into dispute with the Company.

 

Therefore we seek an immediate ballot of all Train Operator and Instructor Operators at Edgware Road and Hammersmith Depots for strike action and action short of a strike”.

 

This matter has been considered by the National Executive Committee, which has noted the resolution from our Hammersmith & City Branch regarding the heavy-handed approach of disciplining members for taking personal needs breaks; and that the company is breaching agreements on this reached at ACAS. This is an intolerable situation to our members and this union and we will not tolerate such a violation of our members’ human rights, agreements and LU’s own rule book.

 

The NEC has taken the decision to inform London Underground that a dispute exists between our two organisations and to ballot our Train Operator and Instructor Operator members at Edgware Road and Hammersmith Depots for strike action and action short of a strike. The Company has been advised accordingly and I am currently making preparations to act in accordance with this decision. I will keep Branches advised of all further developments.

 

ABUSE OF ATTENDANCE AT WORK POLICY – LONDON UNDERGROUND (LUL/5/9)

 

The following resolution has been received from the London Transport Regional Council:-

 

“This branch notes ongoing abuses of the AAW policy and resolves to request that the Regional Organiser raise this issue with LU at Director level as soon as possible”.

 

This matter has been considered by the National Executive Committee, which has taken the decision to seek a report from the Lead Officer regarding this matter. I am currently acting in accordance with this decision and will keep Branches advised of all further developments.

 

MANAGEMENT USE OF ‘YAMMER’ SOCIAL MEDIA – LONDON UNDERGROUND (LUL/27/1)

 

The following resolution has been received from the London Transport Regional Council:-

 

“This branch believes “yammer” is used by management to bypass and undermined collective bargaining and trade unionism.

 

This is shown by their blanket policy of deleting any union material posted there, leading to a one-sided ‘conversation’ in which the bosses can circulate their propaganda, but we cannot respond.

 

This branch calls for a companywide campaign to expose the true nature of “yammer” and encourage members who want to let management know their views to instead use the unions’ structures and industrial action to do that”.

 

This matter has been considered by the National Executive Committee, which taken the decision to launch a companywide campaign to expose the true nature of “yammer” and encourage members who want to let management know their views to instead use the unions’ representative structures and industrial action to do that. I am currently acting in accordance with this decision and will keep Branches advised of all further developments.

 

PAY PARITY, TRANSPLANT MAINTENANCE & STORES STAFF – LONDON UNDERGROUND (ex-AP JNP) (LUL/10/2)

 

Further to my previous Circular (IR/107/18, 23rd February 2018), members have been taking part in industrial action including an ongoing overtime and rest day working ban but due to recent changes to balloting legislation in the 2016 Trade Union Act, the current mandate for action will expire on Wednesday 6th June.

 

As this dispute remains unresolved the National Executive Committee has taken the decision to conduct a re-ballot. Ballot papers will be posted to members on Thursday 24th May 2018 and the closing date for the ballot is Tuesday 5th June 2018. If any member does not receive their voting paper, or knows of a colleague who has not received it, please call the freephone helpline on 0800 376 3706, RMT Head Office on 0207 387 4771 to ask for the Industrial Relations Department or e-mail info@rmt.org.uk to request a replacement.

 

TRAIN PREPARATION PAYMENTS, TRANSPLANT MAINTENANCE STAFF – LONDON UNDERGROUND (ex-AP JNP) (LUL/1/8)

 

Further to my previous Circular (IR/107/18, 23rd February 2018), members have been taking part in industrial action including an ongoing overtime and rest day working ban but due to recent changes to balloting legislation in the 2016 Trade Union Act, the current mandate for action will expire on Wednesday 6th June.

 

As this dispute remains unresolved the National Executive Committee has taken the decision to conduct a re-ballot. Ballot papers will be posted to members on Thursday 24th May 2018 and the closing date for the ballot is Tuesday 5th June 2018. If any member does not receive their voting paper, or knows of a colleague who has not received it, please call the freephone helpline on 0800 376 3706, RMT Head Office on 0207 387 4771 to ask for the Industrial Relations Department or e-mail info@rmt.org.uk to request a replacement.

 

Yours sincerely

Mick Cash

General Secretary

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VGC – WTC Grades at Plumstead

Following our successful organisation of the members working for VGC at Plumstead (Crossrail) we managed to secure an additional 4% pay rise.

 

However, our members felt that this did not meet their aspirations.

 

In the light of this development, the issue was tabled with Acas to seek a resolution and the RMT have now tabled a case to VGC regarding additional work that they carry out and therefore why these staff should receive an enhanced level of pay.

 

This case has now been tabled by VGC to their client ATC and we are awaiting an outcome.

 

 

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Balfour Beatty Rail (LT Contract)

Following lengthy discussions with Balfour Beatty Rail (LT Contract) we have managed to avoid any compulsory redundancies in this area, with any RMT members either retaining their jobs, being successfully redeployed or taking voluntary redundancy.

 

However, Balfour Beatty have failed to win further contracts of any size and LUL have so far failed to appoint the winner of the renewals contract post September 2018. However, it is our understanding that there is very little work between now and April 2019 and I expect there to be a further delay in awarding more work.

 

Given the nationwide retraction in work that Balfour Beatty Rail have won, we have been informed that unless LUL release more work within a short amount of time, then a further round of redundancies may be required. We therefore ask the NEC to carry out the following:

 

  1. Ask the General Secretary to contact the Mayor to demand that the desperately needed renewals work on LUL is not delayed any further.
  2. The a high level meeting with LUL is called to demand the TUPE of these staff into London Underground as their work in Track Partnership will be vital for future successful delivery of Track Renewals.

 

We will forward a further report should this further wave of redundancies become a proposal from the company and we are meeting BB Rail next Thursday night for a general catch up meeting.

 

Pay:

 

We are awaiting a formal pay offer from Balfour Beatty for this year’s pay award. They have formally notified me that they will honour the London Living Wage and they the pay aware is likely to be above 2%. We will discuss with our members once received and forward their recommendation to the NEC once obtained.

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Vinci Variations to terms and conditions

Vinci took over the contract to maintain various LUL buildings (such as 55 Broadway, Palestra House, Allsop Place etc) last year from Mitie and have forwarded a proposal to change rosters for our members at Palestra House and move the night staff to days. They look after the plumbing, fabric, electrics etc.

 

Following meetings with our members, we have forwarded a counter proposal for both issues to the company as they unanimously rejected all proposals from the company.

 

The roster is now being discussed at company level and the move from nights is awaiting formal discussions also at Company Level following a failure to agree with local management under the Transferred recognition agreement that we currently have.

 

Once a formal outcome has been received then I will call a further meeting with our members and report back any recommendation that they have.

 

 

Recognition for Collective Bargaining Agreement – Mitie & RMT

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LUL Protection Staff

Cleshars & Morsons Protection Master Report LUL Contract:

 

Over the last year, we have been carrying out an intensive recruitment drive regarding Morsons and Cleshars Protection Masters. This has included grades such as Protection Master, Possession Masters and Train Masters. These staff currently work on the London Underground contract and provide safe access to the track and implement possessions to enable London Underground staff or project work to be undertaken. These members of staff are almost entirely self employed  and are vulnerable workers. At our last mass meeting with them, we have now elected three reps and are organising training for them. We believe that our membership is nearly 100%

 

We have also approached LUL, Morsons and Cleshars and have arranged a meeting with all three companies in two weeks time, with the RMT.

 

We have a number of outstanding issues that we are working through such as:

 

  1. Regular monthly meetings to occur with Trade Union. This has been agreed and will take place monthly
  2. Treating our people with dignity and respect. Which has been agreed (at Mark Wide level) and we are working at ways to implement this. Part of this will be a dress code for members (to put an end to the need to wear full PPE at their depot meetings etc) and workshops on behaviours
  3. A clear role/ descriptions of EWS: To be discussed at our next meeting
  4. Ending culture of short notification to work that night: Agreed by the company
  5. Planning Meetings: Some meeting times are not achievable e.g Bollo lane, barking T.O and some depot possession jobs. The meeting times is 23:00hr,the briefing times for these jobs is 22:30: The client is committed to ensuring the planning meeting times are accesible and realistic.
  6. Depot Parking: LUL are endeavouring to ensure that where parking is available then Protection Staff are treated equally and allowed to park
  7. Transformation: LUL have assured us that there will be no impacts on Assessments and Investigations for our protection members. This will be explored in detail in two weeks.
  8. A fair investigation process (compliance and the framework contract): LUL have agreed to work with us on this and investigations have been much more quickly. We have also secured the reinstatement of 3 members today that will recommence work back on LUL within the next few days (in one case after 2 years).
  9. Roster for staff: A roster will be introduced to ensure fair allocation of work and overseen at our meetings (with LUL, Cleshars and Morsons).
  10. Staff Progression: Is difficult due to a downturn of work but will be discussed at our future meetings
  11. More Flexible Working:  Difficult to fully implement due to mainly engineering work, but there is a commitment to explore who this can be implemented and will be discussed at our regular meetings. for example to enable parents or carers a greater choice.
  12. Manual Handling: A project to get a cage in the car park, where heavier items will be stored permanently
  13. Health and Safety: Staff to be provided with Tea, coffee, water, cups immediately. Also, Fire wardens, first Aider (available)and defibrillator to be made available. Issue to be discussed more fully

 

We have also raised the issue of pay with all companies and believe that it is time that our members received better pay and conditions and a greater bonus for working bank holidays as per other internal staff.

 

We therefore request that:

  1. A formal pay claim is submitted to both Morsons and Cleshars
Posted on

LUEngineering Branch Resolution to NEC

Resolution to NEC ref Transformation:

 

“This branch condemns the cuts being carried out across LUL and TFL.

We note that LUL are now informing staff that they are intent on ignoring our jobs for life deal (Annex H, PPP Code of Best Practice) and have stated that people may be made compulsory redundant.

 

We also note that the TfL and LUL bahaviours in these discussions have fallen short of the expectations that our union has on how these matters will be negotiated. We believe that the companies have failed people on Maternity Leave or with Mental Health, among many other factors and have driven change through that will not work and will make life miserable for many that remain.

 

We also note the feedback of our members that attended the Mass Meeting on Transformation on the 8th May and unanimously decided to fight these cuts. We therefore ask the National Executive Committee to:

 

  1. Ballot all Engineering Members in TfL in the PMO and Engineering for strike action and action short of strike.
  2. Ballot all members in LUL affected by Transformation for strike action and action short of strike
  3. Ballot all Members in LUL Asset Operations for Strike Action and Action Short of Strike.
  4. The General Secretary meets with the Mayor and asks him to condemn the cuts and put a halt to transformation.

That general legal advice on the contractual nature of the PPP Code of Best Practice and particularly Annex H, is distributed to our affected branches.”

 

Code of practice PPP

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Mass Meeting Transformation

Mass Meeting Transformation

 

On the 8th May 2018, LUEngineering branch organised a mass meeting of RMT members affected by the Transformation proposal from LUL  & TfL. Full reports were given by our representatives that had attended the discussions with Management from both companies and members were informed that this was the most that could be achieved through negotiation.

 

Views were then sought from the 50 plus members that attended and they then voted unanimously to take action to defend their jobs.

 

Furthermore, they were informed that they would need to be at the forefront of any dispute however that the threats from LUL & TfL to make our members compulsory redundant would need to be challenged further and the issue was further placed onto the agenda of the LUEngineering Branch Meeting that followed.

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London Underground wake-up call to end the culture of picking on staff

RMT says that major employment tribunal loss by London Underground is a wake-up call to end the culture of picking on staff

 

TUBE UNION RMT today called on London Underground to end the culture of picking on staff and misusing procedures after the company lost an important employment tribunal case, costing the taxpayer a six figure sum in the process.

The driver in question was re-instated by LU yesterday at a resolution meeting with the Employment Tribunal Judge and London Underground management.

 

Not only have LU re-instated the member back to his driver position but they have also agreed to back pay all his wages – well over a years worth – and pay his legal costs plus compensation. All due to the fact that trumped up charges were levelled at him with procedures bent and misused to try and make them stick.

RMT General Secretary Mick Cash said:

 

“RMT is delighted with the outcome of this case but our member should never have been subjected to this travesty of justice from the start which left him with an axe hanging over his head due to appalling mismanagement by London Underground.

 

“The victory, which will cost the London taxpayer a packet due to the vindictive attitude of the company, is ringing out across the combine as staff take note of both the background and outcome. It proves that you need a strong trade union on your side when it’s your name in the management frame.

 

“The whole debacle also serves as a wake-up call to London Underground to end the bullying culture which is rife throughout the company and stop setting up and picking off individual staff. The attempt to rule by fear has been exposed by this case and RMT is demanding it is called to a halt immediately.”

Posted on

RMT Circular 10th May 2018

 

 

 

 

OFFICIAL CIRCULAR

 

TO ALL BRANCHES AND REPRESENTATIVES

ALL UNDERGROUND AND FORMER LT EMPLOYERS

 

 

 

10th May 2018                                                          Circular No: IR/228/18

 

Dear Colleague,

 

DISMISSAL, L. VIGO, TRAIN OPERATOR, BAKERLOO LINE – LONDON UNDERGROUND (LUL/4/1)

 

Further to my previous Circular (IR/209/18, 24th April 2018), the meeting of the Trains Functional Council Reps, Bakerloo Line Trains IR Reps and Senior Assistant General Secretary reached a clear consensus in relation to the appalling treatment of Brother Vigo who was sacked for obtaining a drink of water whilst on duty. It was noted that the company taking this draconian action has set a clear precedent which will put all Train Operators in the firing line for dismissal. The company’s action against Brother Vigo also flies in the face of natural justice, which is evidenced by him winning his recent Employment Tribunal case hands down.

 

The National Executive Committee has considered this matter and taken the decision to immediately ballot all Train Operator and Instructor Operator members on the Bakerloo Line and to follow this with a ballot of all London Underground Train Operator and Instructor Operator members if the company fail to reinstate Brother Vigo as a Train Operator following his ET remedy meeting next week.

 

I am currently making the necessary preparations in respect of this decision and would be grateful if all Branches could ensure all Train Operator and Instructor Operator details are kept up to date. I will keep Branches advised of all further developments.

 

INTRODUCTION OF WTT15 – TRAIN OPERATORS – JUBILEE LINE, LONDON UNDERGROUND (LUL/14/2)

 

Further to my previous Circular (IR/217/18, 30th April 2018), all Jubilee Line Train Operator and Instructor Operator members should now have received their ballot paper for the above ballot and I urge all members to make sure they return it, to reach the Scrutineer by the closing date of Thursday 17th May 2018.

 

If any member has not received their ballot paper, or knows of a colleague who has not received it, please call us on 0800 376 3706 or 0207 387 4771 and ask for the Industrial Relations Department or e-mail info@rmt.org.uk as soon as possible. It is imperative that we get a massive return in the ballot.

 

PAY & CONDITIONS, SCL1, SCL2 & SM GRADES, HAMMERSMITH CONTROL CENTRE – LONDON UNDERGROUND (LUL/14/3)

 

Following extensive negotiations with the Company regarding the new Hammersmith Control Room, a final position has been received from LUL. The Lead Officer has consulted our Service Control Functional Council Representatives and affected members and the National Executive Committee has noted the recommendation on file and taken the decision to inform London Underground of our acceptance of the offer.

 

The agreement reached for Hammersmith SCC – SCL2 Competence & Pay Progression is as below and is in addition to agreements already secured in October 2016.

 

Guaranteed minimum pay points: Subject to individual commitment to developing to SCL2 Controller activity competence across all line at Hammersmith:-

 

  • Four guaranteed minimum pay points created within the existing Pay Band
  • Movement to each pay point determined by achieving prescribed competence
  • Movement beyond each pay point continues to be achievable by demonstrating additional performance
  • Similar progression will exist for Service Managers who achieve SCL2 (Line Controller) CBTC/Cross-line competence and “Step Down” under the PCSA agreement
  • Similar progression will exist for Service Controller Level 1 who hold SCL2 (Line Controller) CBTC/Cross-line competence and “Step Up” under the PCSA agreement
  • Minimum pay thresholds are based on 25%, 55% and 85% of the salary range
  • Pay progression will have no impact on existing entitlement to Higher Grade working where that already applies
  • Subject to there being no additional training & development, the company will apply the equivalent threshold point for starting salary should Hammersmith SCL1s be successful in securing a permanent SCL2 position at Hammersmith

 

The above will apply also to both transferring and new starters to Hammersmith. This provides scope for others within Service Control, should they wish, to transfer to and take advantage of enhanced pay progression for multiple line SCL2 Controller competence.

 

Guarantee for single line operations: Individuals at SCL2 level transferring to Hammersmith who wish to only work their current line will be able to do so and remain at Hammersmith for a period of at least 5 years (until May 2023). This guarantee will be reviewed at that point and will be extended in 2 year blocks if possible. If not, consultation will take place on appropriate transfer arrangements to provide safe and reasonable solutions for those individuals who are still only willing to work a single line.

 

STAFFING LEVELS AND WORKING PROCEDURES – ELIZABETH LINE / LUL (LUL/14/5)

 

The following resolution has been received from our East Ham Branch:-

 

“This branch notes the flagrant ignorance of safety issues at Elizabeth Line stations that interact with LUL. These being Whitechapel, Tottenham Court Rd, Bond Street, Moorgate, Paddington and Farringdon.

 

Serious concerns include:

 

  • Reduction in minimum numbers, including having 2 supervisory staff within the minimum numbers
  • Lack of Elizabeth Line staff
  • Poor emergency procedures
  • Lack of general available staff

 

This branch asks the NEC to consider a ballot of all staff in effected station for industrial action”.

 

The National Executive Committee has considered this matter and taken the decision to call a meeting of H&S Reps from affected lines/stations, the Lead Officer/Relief Lead Officer, Senior Assistant General Secretary and NEC. This meeting is due to take place on Tuesday 22nd May and I will keep Branches advised of all further developments.

 

REDUNDANCIES, STATION ADMIN STAFF – LONDON UNDERGROUND (LUL/16/3)

 

The following resolution has been received from our East Ham Branch:-

 

“This branch is appalled by London Underground’s proposals to significantly cut numbers of Stations Admin staff.

 

These cuts will cause unacceptable stress to our members, with increased workloads, significant changes to their roles and unsafe workloads. Additionally, this will create extra work for our station staff members, who will have to take on some of the responsibilities that currently fall to our admin members.

 

We call on the union to strongly oppose these job cuts by launching a campaign to protect these members and also to prepare a ballot matrix for strike action and action short of strike”.

 

The National Executive Committee has considered this matter and taken the decision to arrange a meeting of all our Senior IR Reps affected along with the Lead Officer; Senior Assistant General Secretary and NEC and to launch a campaign to completely oppose these cuts. This meeting is due to take place on Tuesday 22nd May and I will keep Branches advised of all further developments.

 

TRAIN PREPARATION SCHEDULE – LONDON UNDERGROUND (LUL/14/10)

 

The following resolution has been received from our East Ham Branch:-

 

“This branch notes the very dangerous intention by LU to change the train preparation schedule from every 24 hours to every 96 hours. London Underground are saying that this is as safe as 24 hours. No safety related submission has been provided to back this up. The company will effectively be running a train service with a large percentage of its train service unchecked for four days at a time.

 

Not only will this lead to major fleet issues, it will inevitably lead to more train failures in service putting an unacceptable pressure on all grades within LU.

 

This branch asks the NEC for consideration of bringing all operational grades into the possibility of balloting for action alongside drivers and fleet staff”.

 

The National Executive Committee has considered this matter, noted the upcoming joint Tier 2 meeting on 18th May between our Fleet and Trains Health & Safety Reps with management and taken the decision to arrange a meeting of H&S Reps at the earliest opportunity following the joint Tier 2; with our Fleet & Trains Senior Health & Safety Reps, Lead Officer, Senior Assistant General Secretary and NEC. This meeting is due to take place on Tuesday 22nd May and I will keep Branches advised of all further developments.

 

RATES OF PAY & CONDITIONS OF SERVICE 2018 – KEOLIS AMEY DOCKLANDS (DLR/0001/KAD)

 

In line with Union policy, a pay claim for an increase in pay and improved terms and conditions was submitted to the company. The Regional Organiser has met with them and the following offer has been tabled:-

 

  • RPI + 0.25% or 2% (whichever is higher) for 5 years (1st April 2018 to 1st April 2022)

 

  • RPI + 0.5% for employees with a salary under £30,000 for either the full 5 years or until they meet the £30,000 threshold

 

The National Executive Committee has congratulated our DLR Branch on achieving this offer through negotiations and taken the decision to conduct a referendum of affected members with a recommendation to accept the offer.

 

The voting papers will be posted to members next week and I will keep Branches advised of all further developments.

 

Yours sincerely

Mick Cash

General Secretary

 

Posted on

TfL Transformation Update

UPDATE FOLLOWING TfL ENGINEERING CONSULTATION

 

We met with the management yesterday (9th May) and discussed a range of issues.

 

The main topics we discussed were when results would be known, VS, SAE, development plans, targeted development plans, staff comms & the Resource Planning Tool.

 

We talked about the number of assessments that have been scored and input into the database. We also talked about your concerns over when people will find out whether or not they have been successful. The management said they had approximately 300 assessments to score and input, which they expected to be completed by the end of next week. I did ask for a comms to be sent out to staff to let them know that.

 

As yet we don’t know what a “targeted development plan” looks like and neither does the management. I have asked them to work on what a hypothetical plan would contain. This is going to be different to a development plan where someone just missed passing the assessment. We need to see an example of what a targeted plan would look like so we can find the problems before the plans become live. We also clarified what people on targeted development plans would do whilst on the plan. We asked for this to be made clear in the next comms. We asked about the process as this doesn’t fall under any current policy/process and we want to make sure that staff are treated fairly and that the right of appeal is there. I asked that if someone goes on a plan they know which role they would be going into at the end of the plan if they were successful. Management said they would look at this.

 

We asked if people who fell just short of passing would be able to ask for VS. The management confirmed that people in this group wouldn’t get VS. Then we asked about staff who get a role they didn’t preference at all. The management said they will look at this.

 

We talked about when SAE would be used and said that it would also need to be used at the end of the targeted development plan if someone had failed the plan because that member of staff may be able to find a role elsewhere in TfL/LUL.

We talked about the Resource Planning Tool. This is still being tested but we are hoping to see demonstration of it soon.

We asked about seeing the Transition Plan and also an updated CAP.

 

 

Posted on

OPPOSE TOMMY ROBINSON

OPPOSE TOMMY ROBINSON AND THE DEMOCRATIC FOOTBALL LADS ALLIANCE DEMONSTRATION – SUNDAY 6 MAY 2018

 

On Sunday 6 May, fascist English Defence League founder Tommy Robinson and the racist Democratic Football Lads Alliance (DFLA) have organised a so-called ‘Day of Freedom’ for racists and Islamophobes in London.

 

Unite Against Fascism and Stand up to Racism are holding a counter demonstration.  The plan is to meet at 2pm at Downing Street and RMT members are invited to join in.  Do check with any updates on arrangements via the facebook page:

 

https://www.facebook.com/events/199038690874020/

 

I would be grateful if you could bring the contents of this circular to the attention of your members.

 

Yours sincerely,

Mick Cash

General Secretary

 

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