Author: Paul

Posted on

VGC Works Controller Dispute

As part of the claim for an increase in Pay for Work Train Controllers on the Crossrail Project, working for VGC, the RMT have lodged the following case to support an uplift in salary.

 

We look forward to more detailed talks in support of our claim.

 

History

 

In our contract (see an example enclosed), the job role was clearly stated as a COSS/MC/CC. When we resumed for work we’re informed by Mick Bowles (former senior RMC) that our role will be that of a Worksite Train Controller, contrary to the role of COSS/MC/CC which VGC had informed us, and this is what we have been doing since then.

 

Additional Roles:

 

The WTC carry out far more than simple COSS duties for ATC so please see the list below:

 

  1. The role Worksite Train Controllers are currently carrying out at the ATC System wide Crossrail Project in Plumstead, is at a higher level than the role of an Engineering Supervisor (ES).
  2. We man a 24km worksite (Eastbound & Westbound Roads), setting up dozens of work areas.
  3. In these work areas, we control the movements of Engineer Trains, Road Rail Vehicles, Mewps, other types of mechanised plants & vehicles and human personnel.
  4. We field at least 2,500 radio calls per shift from personnel seeking to access our worksites to set up their individual work areas as depicted in the attached photograph as a typical example. The big  RED, YELLOW, GREEN and BLUE studs detonates TRAINS, RRVs and MEWPS, while the small white, red and black studs represent charge hands (Personnel) all working within the worksite which we have to constantly be in contact with on the system wide radio throughout our 12 hours shift.
  5. We are responsible for the safety critical role of setting up safe systems of work to all these Charge hands, who set up work areas and all work together seamlessly without incidents on a daily basis.
  6. The calls that come through are of an extremely large volume, relentless and the pressure is intense.
  7. We have also recently carried out Competent Persons training. This training is to enable us work together with Senior Authorised Persons (SAP) to set up Safe Systems of Work to facilitate the safe working of charge hands under isolated Overhead Line Equipment, once the energisation takes off and we go back to the trace.
  8. As Competent Persons, we will have the additional responsibility of accessing Low Voltage Switch Rooms and High Voltage Substation Rooms if required. We will be responsible for receiving and clearing both Low & High Voltage Permits to work.
  9. We will supervise working parties carrying out work under isolation and receive and clear Circuit State Certificates, to implement safe working practice at all times.
  10. The role of a COSS does not involve the role we have been carrying out here at ATC System wide; also for the record, the role of a MC/CC would involve  being responsible for only the machine I’m working with, at any one time.
  11. However, since all the WTCs have the competence of COSS/MC/CCs, we are expected to and have carried out severally other ad-hoc duties (in addition to our specific WTC role):
  12. These include but not limited to what we listed in our grievance letter.
Posted on

Blacklist Support Group

Unite the Union has today launched a new blacklisting claim at the High Court. This time around they have named key individuals at the centre of The Consulting Association scandal as defendants including; Cullum McAlpine, David Cochrane (from Sir Robert McAlpine), Danny O’Sullivan (Kier) and Stephen Quant (Skanska), with the intention that these senior executives who orchestrated the conspiracy will be forced to account for their actions.

 

Following the settlement of the original High Court litigation in 2016, blacklisted workers have repeatedly stated that ‘compensation is not the same as justice’ and called for the union to use every means possible to ensure that directors of multi-national construction companies behind blacklisting were brought before a court. Blacklist Support Group fully endorses the new litigation and hopes that given that the costs risks have now been substantially reduced, this time around the guilty parties will be forced into a full trial. The sooner the better.

 

Roy Bentham, secretary Blacklist Support Group commented:  “Blacklisting of union members and those prepared to stand up for basic legal entitlements is not just a breach of the law it is a violation of human rights. It is not just in the construction industry: blacklisting takes place in the NHS, in the North Sea and increasingly in the so-called gig economy where the lack of employment rights means the bosses continue to get away with it. This epidemic of victimization needs to be sorted out once and for all”.

 

The announcement comes in the same week as the Day of Action on Blacklisting that will see protests and lobbies of parliament across the UK.

 

Day of Action – Wed 6th December – please show solidarity at whichever protest you can get along to:

 

London

09:00 – Skanska office, Goswell Road, Barbican, London

12:00 – Westminster lobby of parliament and rally

 

Edingbugh

9:30 – Meet at Unite Edinburgh Office
10:00 – Protest at St James Centre
12:00 – Lobby the Scottish Parliament

 

Leeds

08:00 – 10:00 City Square, Leeds, LS1 2, United Kingdom

 

Brighton

10am – Balfour Beatty, Sussex University, Brighton, BN1 9RH

 

Birmingham

12.00 – McAlpine site Exchange Square, Urban Village Site, Gate 4, Dale End, B4 7LN

 

Durham

17:00 – McAlpine site, Durham city centre (Milburngate shopping centre).

 

Video of the previous Day of Action on Blacklisting in 2013:

https://www.youtube.com/watch?v=avH1GhXRwaI&feature=youtu.be

 

Press coverage of the new High Court claim:

https://amp.theguardian.com/business/2017/dec/04/union-launches-new-legal-action-over-blacklisting-of-builders

http://www.unitetheunion.org/news/unite-to-bring-leading-blacklisters-to-court/

http://www.constructionenquirer.com/2017/12/04/unite-launches-new-round-of-blacklisting-legal-action/

 

 

And finally, BSG would like to send our sincere condolences to the family and friends of Tommy Finn R.I.P.

Former chair of the Construction Safety Campaign, convenor of Hackney DLO in the 1990s, blacklisted and spied on by undercover police for standing up for the rights of his fellow workers.

http://irishpost.co.uk/champion-for-irish-construction-workers-in-britain-tommy-finn-dies/

 

 

Blacklist Support Group

book: http://newint.org/books/politics/blacklisted-secret-war/

video: https://www.youtube.com/watch?v=eNcgrNs6pB8

facebook: http://www.facebook.com/groups/blacklistSG/

blog: www.hazards.org/blacklistblog

 

 

Posted on

2017 Branch Social and Long Service Awards

The Branch rounded off 2017 with a well earned social event.

 

Mick Cash, Steve Hedley and Mick Lynch all attended on what was a very enjoyable evening.

 

The branch also honoured our long service members of 10, 25 and 40 years, by giving out badges to all that could attend.

 

We thank them all for their help and support over the years.

 

Posted on

LUL Asset Operations (Boxing Day Ballot)

London Underground Signalling Staff (former Metronet areas ONLY) that work for Incident and Maintence Departments and those in the Fault Report Centre are now receiving their ballot papers regarding Boxing Day Working.

 

This dispute has occurred following many years of discussions with management, whereby our members views, that we need to minimise Boxing Day working through better planning and accept that this is not a normal working day and should attract a premium as occurs in other areas. Management’s view is different and we have seen ever increasing amounts of people being made to work and this is not acceptable.

 

We are therefore left with no choice but to ballot over this issue and we urge all members to vote and vote yes.

 

The importance of VOTING

 

Due to the Anti-Trade Union Laws, especially the new 2016 Trade Union , means that it is far harder to now legally take strike action.

 

Under the Law we need:

  1. At least 50% of those entitled to vote in a ballot must have voted in all cases
  2. 40% percent of those entitled to vote in the ballot have voted ‘yes’ to strike action

That means no one can sit back and wait. It means that you need to vote.

 

So please put your cross onto the ballot and send it back urgently.

 

This ballot does not include Project Staff in Signals.

Posted on

RMT Circular 28th Nov 2017

 

OFFICIAL CIRCULAR

 

TO ALL BRANCHES AND REPRESENTATIVES

ALL UNDERGROUND AND FORMER LT EMPLOYERS

 

 

28th November 2017                                                Circular No: IR/540/17

 

Dear Colleagues,

 

BOXING DAY WORKING – LONDON UNDERGROUND (ASSET OPERATIONS) (LUL/7/2)

 

A resolution was recently received from LU Engineering Branch regarding the appalling way LUL has treated its staff in Asset Operations when it comes to recognising the severe impact that Christmas working has on family life. Also that payments are available for all or part of this period in other areas such as Major Projects, Tube Lines and for Train Drivers and therefore we should demand and least parity and recognition for working these days.

 

The National Executive Committee considered this matter and took the decision to advise the Company that a dispute situation exists and to ballot members for strike action. The Company has been informed accordingly and the ballot papers will be posted to members on Thursday 30th November 2017. The closing date for this ballot is Tuesday 12th December 2017 and I will keep Branches advised of all further developments.

 

If any member does not receive their ballot paper, please ask them to call the RMT Freephone Helpline on 0800 376 3706 or the RMT Switchboard on 0207 387 4771 or e-mail info@rmt.org.uk; to request a replacement.

 

RATE OF PAY, WORK TRAIN CONTROLLERS – VGC (CROSSRAIL PROJECT) (LUL/10/2)

 

Further to my previous Circular (IR/522/17, 16th November 2017), the Company was informed of the dispute situation regarding the Work Train Controllers’ rate of pay. I can now advise that ballot papers will be posted to members on Tuesday 28th November 2017 and the closing date for this ballot is Tuesday 12th December 2017. I will keep Branches advised of all further developments.

 

If any member does not receive their ballot paper, please ask them to call the RMT Freephone Helpline on 0800 376 3706 or the RMT Switchboard on 0207 387 4771 or e-mail info@rmt.org.uk; to request a replacement.

 

BREACH OF MACHINERY – ISS (KAD CONTRACT) (LUL/14/2)

 

Further to my previous Circular (IR/455/17, 5th October 2017), the Company was informed of the dispute situation regarding two issues; the failure to hold meaningful pay talks or provide a proper response to our pay claim and; the failure to resolve long-outstanding roster issues affecting the RPOs contracted hours and undermining everyone by offering shifts to grades outside of their normal responsibilities.

 

I can now advise that ballot papers will be posted to members on Thursday 30th November 2017 and the closing date for this ballot is Thursday 14th December 2017. I will keep Branches advised of all further developments.

 

If any member does not receive their ballot paper, please ask them to call the RMT Freephone Helpline on 0800 376 3706 or the RMT Switchboard on 0207 387 4771 or e-mail info@rmt.org.uk; to request a replacement.

 

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

 

Further to my previous Circular (IR/522/17, 16th November 2017), all Maintenance and Stores members at Ruislip Transplant Depot should now have received their ballot paper regarding the above.

 

Please ensure that members complete their ballot paper and return it to reach the Scrutineer by the closing date of Wednesday 6th December 2017. If any member has not received it, please ask them to call the RMT Freephone Helpline on 0800 376 3706 or the RMT Switchboard on 0207 387 4771 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/522/17, 16th November 2017), all Advanced Train Maintainer (Train Maintenance), Team Leader (Train Maintenance) and Duty Maintenance Manager members at Ruislip Transplant Depot should now have received their ballot paper regarding the above.

 

Please ensure that members complete their ballot paper and return it to reach the Scrutineer by the closing date of Wednesday 6th December 2017. If any member has not received it, please ask them to call the RMT Freephone Helpline on 0800 376 3706 or the RMT Switchboard on 0207 387 4771 or e-mail info@rmt.org.uk; to request a replacement.

 

CESSATION OF SSL/VLU CONTRACT – BOMBARDIER TRANSPORTATION (LUL/15/10)

 

A report was recently received from the Lead Officer, along with correspondence from the Company regarding the end of the current SSL/VLU contract. The Company is currently undertaking work to place affected employees on alternative projects and any ‘at risk’ position would be announced in January 2018. The National Executive Committee has noted the reports and I will keep Branches advised of all further developments.

 

RATES OF PAY & CONDITIONS OF SERVICE 2017 – THALES GTS (LUL/0001/TGTS)

 

In line with Union policy, a pay claim for an increase in pay and improved terms and conditions was submitted to the company. Following discussions with the Company, the three year offer which has been received is as follows:-

 

Year Base % EBIT Related % Total Additional Offer
2017 1.5% 0.3%* 1.8% Increased base offer by 0.3%, 0.3% Ebit related paid in Jan 18 onto base salary *
2018 2% N/A 2% Inflation Protection **

Base % increased to reflect Guaranteed Ebit component
2019 2% 0.5%*** 2.5% Inflation Protection **

Base component increased to 2%

 

*0.3% increase to base salary – based on delivery of 2017 EBIT targets (confirmed). To be paid in January 2018 and backdated to 1st January 2017. EBIT related payments are in addition to any gain share payment.

 

** Inflation Protection – Base % will be reviewed subject to significant movement in RPI index (December 2017 for 2018 and December 2018 for 2019).

 

*** 0.5% increase to base salary – following delivery of 2019 EBIT targets. To be paid in January 2020 and backdated to 1st January 2019. EBIT related payments are in addition to any gain share payment.

 

EBIT Target Numbers

 

2017 – Confirmed

2018 – No Longer Relevant

2019 – Still being confirmed but likely to be £17.4m – this number is still being settled and may not be ready until December (but will be transparent when settled)

 

Inflation Protection

 

  • The fixed Base % rises indicated in the table above for 2018 & 2019 will remain as stated should RPI for the relevant year (measured at the preceding December) not exceed 4.0% (RPI data July 2017 3.6%).
  • Should the RPI index on the relevant year (measured at the preceding December) be higher than 4.0% then the Base % increase will be reviewed and adjusted to reflect this, however the total base % rise will not exceed 3% in 2018 and 3.45% in 2019.
  • If RPI rises above 5.2% the EBIT will be reduced so that the total does not exceed 3.7% but if RPI goes above 5.4% the base will remain at 3.45% and any EBIT paid will be 0.25%.

 

The National Executive Committee has noted the above offer including the built-in inflation protection elements and congratulated the Lead Officer, Reps and members for successfully moving the Company to make significant progress in light of the original multi-year offer comprising 0%.

 

The NEC has taken the decision to advise the Company that we are in acceptance of the offer and I have asked that the increase, along with backdated monies, is paid to members at the earliest opportunity.

 

Yours sincerely

Mick Cash

General Secretary

 

Posted on

VGC Dispute

The RMT have been in discussions with VGC regarding fair pay and treatment for the Works Train Controllers working on the Cross Rail Contract at Plumstead.

 

These staff were in some cases employed as Machine Controllers and have seen a huge increase in their work and associated responsibility. However, there has been no associated increase in pay and that is not acceptable to our members. Of the 26 members of staff, all of them have joined the RMT and are standing together firmly to push for a significant increase in pay.

 

Further talks are planned to take place soon and we hope that a negotiated settlement can be reached. However, if it cannot, then we urge our members to return their ballot papers with a resounding YES vote.

 

Ballot papers will be posted on Tuesday 21st November 2017 and the closing date for the ballot is Wednesday 6th December 2017.

 

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 or e-mail info@rmt.org.uk to request a replacement.

 

 

Posted on

ETO Agreement: Managers

Part of the agreement for Pay Parity with Engineering Train Operators was an agreed review of Operational Managers Pay to ensure that the differential was maintained between them and the grades that they controlled.

 

Detailed discussion took place with Tube Lines Management regarding this matter and centred around what managers were in scope and who were not.

 

Both Aslef and the RMT disagreed with the management view and both unions believed that Site Managers also formed part of the disadvantaged group.

 

However, further talks are due to take place with Management tomorrow in the hope that an agreement can be reached.

 

 

Letter to RMT – Duty Manager Salary Uplift 22.11.17-1

 

 

ETO Agreement 2017 Parity

 

Posted on

Thales Pay Deal

Dear ALL

 

Following lengthy talks with the Company, the RMT and Thales have finally reached agreement on pay and we understand that the back pay & increase will be paid in the next available pay run.

 

During the talks, we carried out a referendum among our members that showed a majority to accept the final pay offer by a small majority of approximately 55% to 45%.

 

We therefore went back to management and spent further efforts into tightening up the wording for the Inflation Protection element of the pay offer.

 

Our members will be aware that these talks have gone on far too long. However, given that the initial Thales offer was zero percent, it has taken many months of talks to achieve a good pay offer given the relative position that we started the talks in.

 

Our members will also receive a further 2% Pay increase for 2018 from January and we would like to thank them for their patience and support that they have given us over this period.

 

 

Thales Pay Offer 2017, 2018, 2019

Posted on

Former Metronet Signals Boxing Day Dispute

LUL Signals Boxing Day Dispute

 

Dear Colleagues,

 

The RMT have been talking to LUL (ex-Metronet areas) for nearly four years regarding working over the Christmas Period. We have asked for movement towards maximising how many staff can be off should they wish and also requesting a bonus form people forced to work on Boxing Day, as happens in other parts of the business.

 

We have been told that this is just a ‘normal working day’ and that is NOT acceptable to our union and we have therefore notified LUL of our intention to Ballot Signals Staff in Incident and Maintenance in former Metronet Areas (does not include Tube Lines).

 

We are hopeful that our members will return their ballot papers on mass so that we reach the legal thresholds that the Anti-Trade Union Laws now place upon us.

 

The papers go out Thursday 30th November and the closing date for the ballot is Tuesday 12th December

 

Please be aware that this dispute DOES NOT involve any Project Staff working over the Christmas Period.

 

If you do not received you Ballot Papers by the 4th December, then please contact me or ring RMT Head Office on 0800 376 3706

 

Please VOTE YES

 

Paul Jackson

LU Engineering Branch (0962)

07810 643 681

 

www.luengineeringrmt.co.uk

 

 

LUL Signals Boxing Day Dispute

 

 

Posted on

RMT demand talks regarding Train Prep

96 HOUR FLEET PREPARATION – LONDON UNDERGROUND

 

It has been brought to my attention that LUL Fleet management in both BCV/LUL and JNP are attempting to discuss the important issue of changes in frequencies of Train Preparation. There is talk of moving to a 96 hours preparation and this proposal is of grave concern to my Union with regard to the safe running of the railway.

 

As this appears to be a company-wide issue effecting other grades than Fleet Staff such as Train Operators, I believe that an ad hoc Safety Directors’ meeting should be called with extended invitees to include the Trains and Fleet H&S Council representatives from both BCV/SSR and JNP, together with the full-time Trade Union Officers and that this should meet as soon as possible.

 

In the interim, I must insist that all other engagements and discussions should cease until the required meeting takes place.

Your urgent confirmation is asked for.

Posted on

Transformation & Redeployment

The RMT are holding an urgent meeting tomorrow to discuss Transformation among their reps.

 

Part of these discussions will be the below proposal from Management that could be perceived as a variation to existing agreements that affect all members of staff.

 

The RMT are happy to work through changes with Management but they need be in no doubt that we won’t stand by and see them steamroller our conditions

 

Maximising job opportunities for employees in scope for Transformation

At our last Transformation Oversight Group (TOG) meeting with the union Full Time Officers, feedback was provided on the redeployment support provided by TfL. Specifically, the trade unions were not confident that adequate arrangements were in
place to ensure that TfL was maximising the opportunities for staff in scope of organisational change to find alternative employment across TfL and in other work streams.
I share your concerns about the potential to lose knowledge, skills and experience. I also agree that we should ensure “at risk” and “displaced” staff are provided with optimum opportunities to secure a suitable job within TfL without compromising any
of the principles or commitments contained within either the RSRP or OCP processes.

To this end we will be introducing a more proactive and prescriptive approach to filling all vacancies across TfL during Transformation which seeks to redeploy existing skills, knowledge and experience as follows:

• An employee in a selection pool where there are more people than roles will be able to apply for vacancies across the business as a priority candidate at the earliest opportunity in consultation. This activity will run in parallel with either RSRP or OCP as appropriate.
• This is entirely voluntary – an employee has a choice whether to apply for a vacancy elsewhere in TfL or not.

2
• Those employees already formally displaced (whether for medical reasons or as a result of a previous organisational change) will always be considered first for any vacancies that exist, including roles currently temporarily filled by non-permanent labour (NPL). This new category of priority candidate will be considered before any other internal candidates.
• If the role is a direct 1:1 skills match (e.g. an existing PA applies for another PA role) the priority candidate will be appointed on a permanent basis. There will be no trial period.
• If the role is not a direct skills match or more than one priority candidate applies, an assessment and selection process will be followed. If the minimum benchmark is met, a priority candidate must be appointed (no trial period).
• If the priority candidate chooses to accept the role they will come out of their pool at that point. They will not take part in assessment and selection.
• The relevant terms and conditions for the role will be offered. The successful priority candidate’s salary will be honoured provided it is within the pay band. If the current salary is above the salary maximum for the band, protection of earnings will be applied for 3 years in line with OCP / RSRP as appropriate. Their salary will always be capped at the band maximum.
• If an individual is unsuccessful in securing an alternative role prior to the assessment stage they will be required to participate in the relevant assessment process for their pool.
To maximise job opportunities available for those identified above, we will implement the following:
 Targeted recruitment freeze – we will immediately limit recruitment to priority candidates only in disciplines where we can readily identify potential redeployment opportunities – e.g. Band 1 and Band 2 administration, Project Management and Engineering roles. A jobsite will be created, only accessible to priority candidates, where all applicable vacancies will be posted. We will also seek to make work streams aware of new vacancies arising on an ongoing basis during consultation.
 Business critical roles will only be temporarily filled with NPL.
 For all other recruitment (excluding high volume and operational) we will ensure priority candidates are considered before any other applicant.

3
With regard to redeployment support for those who become displaced we will be even more proactive in identifying potential opportunities for our people as follows:-
 All business areas will be required to undertake ongoing reviews of their NPL and identify all long term / permanent non specialist NPL roles for potential swap out with anyone remaining at risk of redundancy post selection and assessment.
 All secondments over 3 months to be processed through the Redeployment Team, as potential opportunities.
 We will rigorously enforce that anyone referred to Redeployment, must be interviewed for posts where their skills, knowledge and experience are deemed to match by Recruitment. Managers must accept people into roles identified as suitable alternative employment.
HR Business Partners are being briefed on this and will be able to answer any questions your representatives may have in the course of the ongoing work stream consultation.

RELATED NEWS

Archives