Author: Paul

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Tube Lines Pensions Dispute/ TUPE

The RMT have requested a Tube Lines Mass Reps meeting at Unity House on Friday 23rd September 2016 start 10:00 to report back to reps from the last ACAS meeting. We have set a six week deadline for progress on securing ‘Pensions for All’  and currently Joint Working Parties are being set up to review the costings and proposals.

At the same time, the RMT is massively concerned that the word TUPE is not being used with regards to staff following Amey not having their contract renewed. This has been raised with LUL who have confirmed that whilst they do not rule this out, it is currently NOT part of their plans.

This will be fully discussed at the meeting.
 

 

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TfL’S TRANSFORMATION

TfL’S TRANSFORMATION

RMT recently received a communication from the TfL Head of Employee Relations advising us of “…TfL faces an unprecedented financial challenge and that we [TfL] do not have the money to continue as we are.”

He goes on to say that one Andrew Pollins has been appointed by the TfL Executive to the role of Transformation Director, and his remit is to eliminate unnecessary duplication, obtain value from procurement, cut reliance on agency staff and cut costs across all functions.

Management had written directly to the General Secretary on this matter who duly reported it to the National Executive Committee whose decision was to call for an all-grades representatives meeting  from both LUL and TfL. This has now been arranged and the meeting details are given below.

Although this meeting is open to all Branch Officers and LUL/TfL Representatives, release for attendance has only been agreed for all LUL Functional and TfL LCG Representatives on this occasion and so, as before, Local Reps are asked to make their own arrangements to attend and Branches are asked to give support in this regard. The meeting details now follow:

Meeting of all LUL and TfL Representatives

10.00 hours Monday 26th September 2016

Indian YMCA – 41 Fitzroy Square, London, W1T 6AQ

I again ask those of you who have not been released to make your best efforts to attend and I thank you in anticipation of this.

With best wishes

Yours sincerely

John Leach

REGIONAL ORGANISER

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August 2016 Inflation rates

New Inflation Rates

The Office for National Statistics has published inflation figures for the twelve months to August 2016.

The Retail Prices Index (RPI) stood at 1.8% for the year to August 2016, down 0.1% for the year to July 2016.

Some private and public sector employers are attempting to sideline RPI as the measure for pay negotiations and are pushing other measures – such as CPI (0.6% for the year to August 2016, unchanged from the year to July 2016) or CPIH (0.9% for the year to August  2016, unchanged from the year to July 2016). These alternative inflation measures are not appropriate for pay negotiations as they are an inaccurate measure of workers’ average costs over the year.

Any attempts by an employer to link pay awards to CPI or CPIH must be opposed and logged with the National Policy Department.

Further information will follow in the Pay Bulletin and I would be grateful if you could bring this Circular to the attention of all Branch members.

Yours sincerely

 

Mick Cash

General Secretary

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Engineering Train Operator Dispute

Over the last few weeks, the RMT have been in dispute with Tube Lines over pay parity for Engineering Train Operatives and obtaining a 6.3% Pay Rise.

Talks have been very productive with management stating that they will pay the increase providing it does not add cost to the business. To quote them ‘ouwt for nowt’.

The RMT and have therefore been in talks regarding how to achieve this (along with our sister union, Aslef).

The main areas of discussion have been

  1. The role of Assistant Drivers and training to become Engineering Train Drivers (on a voluntary basis) to allow better use of these staff.
  2. The need for all trains to have Assists such as where the train doesn’t split and goes in one direction such as hoppers, 633, 634, Elks that do not split, GP’s. Also using them to fill vacancies on the Marshalling Yard
  3.  Varying Rosters to suit staff and company needs. With additional staff it would be possible to produce a roster similar to that currently used by Tamper crews.

The main thrust of these meetings have been cordial and are movign forward. They are underpinned by ALL proposals will be discussed with our members and nothing will be agreed without full details and their acceptance.

However, we have not yet achieved any definitive agreement therefore our members have requested and NEC agreed to call the following strike action:

  • For all shifts after 05:59 on Friday 9th until 05:59 on Sunday 11th September

 

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LEAVE AND PAY FOR MOTHERS

LEAVE AND PAY FOR MOTHERS

 

The TUC have reissued their booklet on “Leave and pay for mothers”. It can be downloaded here: https://www.tuc.org.uk/sites/default/files/TUC%20KYR_Maternity_LO%20spreads.pdf

Besides going through the statutory basics on maternity leave and pay, and shared parental leave, the booklet also provides information on other rights including:

  • unpaid parental leave
  • requesting flexible working
  • emergency time off for dependants.

 

There is a separate booklet on workplace rights when adopting a child or having a child through surrogacy: https://www.tuc.org.uk/sites/default/files/KYR_Surrogacy.pdf

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

 

Yours sincerely,

Mick Cash

General Secretary

 

  
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Tube Lines Pension Talks

Talks at Acas are to resume tomorrow, Wednesday 31st August regarding the implementation by April of the TfL Pension for all staff that work for Tube Lines (or TUPE’d to LUL/ TfL) for those that currently are not allowed to enter the fund.

It is expected that LUL will table its funding efficiencies tomorrow with a view to reaching agreement with RMT to self finance the proposal.

However, it is also important to realise that now that Amey are not having their contract renewed, that there is a lot of scope to fund the pensions from the massive savings privatisation will bring

More details will following after tomorrows meeting

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RMT to raise concerns over Redundancy Payment Cap

The RMT are to raise concerns with LUL at Company Council level regarding the proposed CAP to leaving payments. This is likely to affect Redundancy Payments and it has also been suggested that it may also affect Pension Lump Sums.

The consultation period is now over with the Government and it looks likely that they will steamroller this Law through and it is important that the RMT challenges any changes that will or may directly affect our members to understand how this may affect our members and all implications this change in Law will have

 

Exit Programme 2016

exit-payment-cap-lgaq_a

Indicative_Exit_Payment_Regulations__for_publication__UPDATED_03.03.16

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Blacklisting, Bullying & Blowing the Whistle

Blacklist Support Group is honoured to be co-hosting a major employment rights conference at the University of Greenwich. The conference is FREE but as numbers are limited and John McDonnell is a keynote speaker, registration is essential.

 

Blacklisting, Bullying & Blowing the Whistle

16-17 September 2016

University of Greenwich 

http://www.gre.ac.uk/business/services/events/events/current/BlacklistingBullyingBlowingtheWhistle

 

This two day conference, organised by Blacklist Support Group (BSG) and the Work & Employment Research Unit (WERU) at the University of Greenwich supported by New Internatinalist and Joseph Rowntree Reform Trust, will reveal and discuss the hidden injuries of the modern workplace which are often neglected by mainstream media and academia.

Plenary sessions and workshops will consider the blacklisting and victimisation of activists and the treatment of whistleblowers, who have both highlighted corporate malpractice in the private sector and failures in public service provision. They will also consider the modern workplace tyranny of performance management where workers are bullied by intense monitoring and measurement of their work, with potentially discriminatory effects on disabled, Black and Minority Ethnic, migrant, women and older and younger workers.

A key aim will be to explore the different and interlocking ways in which surveillance and intensified control operate; in the workplace, in employment and in relation to community campaigns and civil rights activism.

The conference brings together academics, politicians, lawyers and activists with a view to inputting into the formulation of a programme of policy and action that can restore workplace rights and fairness at work.

Speakers include:

  • John McDonnell MP – Shadow Chancellor of the Exchequer
  • Michelle Stanistreet – General Secretary, National Union of Journalists
  • Helen Steel – blacklisted McLibel activist, Spies Out of Lives
  • Roger McKenzie – Assistant General Secretary , UNISON
  • Gail Cartmail – Assistant General Secretary, UNITE the union
  • Amanda Brown – Assistant General Secretary, National Union of Teachers
  • Donna Guthrie & Zita Holbourne – Black Activists Rising Against Cuts (BARAC)
  • John Hendy QC – Institute of Employment Rights (IER)
  • Professor Sian Moore – University of Greenwich (WERU)
  • Professor Keith Ewing – Kings College London (IER)
  • Professor Phil Taylor – University of Strathclyde
  • Phil Chamberlain – author ‘Blacklisted’, University of West of England
  • Shamik Dutta – Bhatt Murphy solicitors for victims of undercover policing
  • Dave Smith – Blacklist Support Group
  • Dr Minh Alexander – NHS Whistleblower & former consultant psychiatrist
  • Suresh Grover – The Monitoring Group
  • Dr Wim Vandekerckhove – University of Greenwich
  • Professor David Lewis – Middlesex University
  • Eileen Chubb – Bupa7, Compassion In Care & The Whistler
  • Wendy Addison – Speakup-Speakout
  • David Renton – barrister, Garden Court Chambers
  • Michelle Sweeney – Whistleblower & former probation officer Merseyside
  • Eveline Lubbers – Undercover Research Group
  • Lois Austin – Campaign Opposing Police Surveillance

Alongside the conference there will be the premier of a brand new documentary ‘Blacklisted’ by the film producer Thomas Wood, an exhibition of artwork supporting the campaign coordinated by Art Against Blacklisting and a party on Friday evening. The conference will also host the Blacklist Support Group AGM.

 

This event is ideal for union officials, activists and TUC Diploma courses. Spread the word and hope to see you there.

 

Blacklist Support Group

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

video: http://www.youtube.com/watch?v=JlCa8yQmZ70

blog: www.hazards.org/blacklistblog

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

 

 

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RMT CAMPAIGN BRINGS THE END OF TUBE LINES

RMT CAMPAIGN BRINGS MAJOR TUBE MAINTENANCE CONTRACT BACK IN-HOUSE

 

A long-running campaign by tube union RMT has scored a significant victory with the final confirmation from the London Mayor today that a major slice of tube maintenance work is to be brought back in house next year.

The TfL board has announced that it will now manage maintenance work on the Jubilee, Northern and Piccadilly lines through its own in-house management team.

The contract dates back to the failed tube maintenance privatisation programme and for the past 13 years the private company Amey has been contracted to manage maintenance work across the three lines – a legacy of the Public-Private Partnership (PPP) contract that previously existed between Tube Lines and London Underground.

RMT General Secretary Mick Cash said:

“This is a massive victory for RMT in terms of the fight to end profiteering and privatisation on London Underground. This move helps to bring closer the end to the crazy experiment of tube maintenance privatisation and is a another nail in the coffin of the tube PPP disaster.

“It makes no sense at all having maintenance work hived off to private operators and RMT will continue the fight across the rail industry for these works, and all other supporting services, to come under the public sector, under direct public control with the staff jobs, pay and conditions protected.”

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RMT PAY BULLETIN: August 2016

RMT PAY BULLETIN: August 2016

 

Headline forecasts

Inflation rate: Average new forecast

July 2016 RPI inflation (change in cost of living relative to same time one year earlier) was 1.9%

For the final three months of 2016, annual RPI (according to the latest forecasts) will rise to 2%

For the final three months of 2017, annual RPI (according to the latest forecasts) will rise to 2.9%

 

Average earnings growth: Average new forecast

Over the course of 2016, average earnings are predicted to increase by 2.4%

Over the course of 2017, average earnings are predicted to increase by 2.5%

 

Transport co shareholders receive big dividend payments, while workers’ pensions are under-funded

Jan 2003 – Dec 2015: National Express paid £548m to shareholders, but just £255m was allocated to pension costs. Meanwhile, at FirstGroup the size of the workers’ pension fund deficit is being obscured (by switching from valuing pensions with RPI inflation to using the inferior CPI measure).[1]

 

 

 

Forecasts in detail: RPI inflation[2]

Predictions for RPI inflation made by a range of forecasters are:

 

Q4 2016

Average forecast (non-City): 2.1%

Average new forecast: 2%

Average forecast (City): 2.1%

Highest recent forecast: 3.4%

Lowest recent forecast: 0.9%

Median recent forecast: 2.1%

 

High RPI Q4 2016 forecasts to quote to employers in pay negotiations are:

ITEM Club (3.1% – forecast made in August 2016), Citigroup (2.7% – forecast made in August 2016), Experian Economics (2.6% – forecast made in August 2016), Centre for Economics and Business Research (2.5% – forecast made in August 2016)

 

 

Q4 2017

Average forecast (non-City): 3%

Average new forecast: 2.9%

Average forecast (City): 3.1%

Highest recent forecast: 4.5%

Lowest recent forecast: 2.3%

Median recent forecast: 3%

 

High RPI Q4 2017 forecasts to quote to employers in pay negotiations are:

National Institute of Economic and Social Research (3.7% – forecast made in August 2016), Citigroup (3.6% – forecast made in August 2016), Société Générale (3.4% – forecast made in August 2016)

 

 

Forecasts in detail: Average earnings growth

Predictions for average earnings growth made by a range of forecasters are:

 

2016

Average forecast (non-City): 2.3%

Average new forecast: 2.4%

Average forecast (City): 2.2%

Highest recent forecast: 3.4%

Lowest recent forecast: 1.4%

Median recent forecast: 2.4%

 

High average earnings growth forecasts for 2016 to quote to employers in pay negotiations are:

Economic perspectives (2.8% – forecast made in August 2016), ITEM Club (2.6% – forecast made in August 2016), Beacon Economic Forecasting/ Capital Economics/ ING Financial Markets/ Santander GBM/ Scotiabank (2.5% – forecast made in August 2016)

 

 

2017

Average forecast (non-City): 2.4%

Average new forecast: 2.5%

Average forecast (City): 2.2%

Highest recent forecast: 4.8%

Lowest recent forecast: -1%

Median recent forecast: 2.5%

 

High average earnings growth forecasts for 2017 to quote to employers in pay negotiations are:

Economic Perspectives (3.5% – forecast made in August 2016), ITEM Club (3.4% – forecast made in August 2016), Beacon Economic Forecasting/ Goldman Sachs (3.1% – forecast made in August 2016)

 

 

Recent RMT Settlements

Company

Award

Effective From
Train workshop and maintenance
Alstom West Coast Traincare (WCML and PSG grades)
  • 2.2% on base salary and London Weighting Allowance (plus 37/42 adjustment)
 1 April 2016
Wabtec Year One

·         2.9%

 

Year Two

·         March 2017 RPI (min 2%, max 3.6%)

  

1 April 2016

 

 

1 April 2017

Cleaning and catering
Churchill (E Midlands Trains contract)
  • Increase of 50p per hour on the basic hourly rate
  • No compulsory redundancies for the lifetime of this existing contract
  • An additional day’s annual leave for all members
 1 April 2016

 

 

 

1 July 2017

Road Transport and Buses
DHL Preston Brook Warrington
  • 1.5% on basic pay
  • Increase to the overtime and rest day rate from 1.25% to 1.5%
 1 April 2016
Stagecoach Yorkshire Chesterfield Depot (Drivers)
  • 10p per hour rise for all rates and grades
  • Introduction of a 10 minute (taking bus out of depot) or 5 minute (not taking bus out of depot) paid sign-on allowance for all duties
  • Introduction of a 5 minute signing off allowance for all duties
  • 10p per hour rise for all rates and grades
 1 May 2016

Asap, not later than end Oct

 

23 April 2017

 

29 Oct 2017
Stagecoach Yorkshire Chesterfield Depot Engineering Grades Year One

  • 1.25% on all hourly pay rates
  • Further increase of 1% on all hourly pay rates

 

Year Two

  • Increase of 1.25% on all hourly pay rates
  • Further increase of 1% on all hourly pay rates
  

1 May 2016

2 Oct 2016

 

7 May 2017

1 Oct 2017

London Transport and other Metro
Alstom Metro Trains
  • 2% to basic rates of pay
 1 April 2016

 

 

Recent non-RMT settlements

Company (Sector)

Award

Effective From
Asda – N Ireland (Retail) ·         3.9% 1 April 2016
Crown Paints (Manufacturing) ·         2.625% 1 April 2016
Western Power Distribution (Utilities) ·         2.5% 1 April 2016
2 sisters (Food processing) ·         3.1% 1 April 2016
RS Components – Corby (Distribution) ·         2.2% 1 June 2016
JD Williams Logistics (Distribution) ·         2.7% 1 July 2016
Construction Industry Joint Council agreement (Construction) ·         2.5%

·         2.75%

 25 July 2016

25 July 2017

 

 

We use RPI and not other measures of inflation such as CPI or CPIH

RPI, which includes housing costs and excludes high earners’ spending, is the only inflation measure to use for negotiating pay (referencing average earnings is no longer recommended).

 

RPI is also used to calculate index-linked government bonds, privately issued index-linked bonds, National Savings and Investments, Corporation Tax, Business Rates, Alcohol Duty, Tobacco Duty, Gaming Duty, Air Passenger Duty, Vehicle Excise Duty, Climate Change Levy, car and van Fuel Benefit Charge, regulated rail fares, regulation of water and sewerage charges, indexation of British Telecom’s wholesale charges and interest payments on student loans.

 

 

CPI is designed for comparing different EU countries’ economic performances and not for internal UK purposes. It excludes housing costs (though includes stockbrokers’ fees and foreign students’ university tuition fees), is calculated to a mathematical formula less responsive to price fluctuations and doesn’t adequately reflect changes to ordinary workers’ cost of living: so says the Royal Statistical Society.

 

Any attempt by an employer to link a pay award to CPI or a new variation CPIH must be refused and should be logged with the union’s National Policy Department.

 

Yours sincerely,

 

 

Mick Cash

General Secretary

[1] Last two sentences of page 43: http://www.firstgroupplc.com/~/media/Files/F/Firstgroup-Plc/indexed-pdfs/2016%20ARA/FirstGroup%20plc%20Annual%20Report%20and%20Accounts%202016.pdf

[2] The average of forecasts generally suggest a modest rise or fall.

 

While forecasts can be useful in indentifying a plausible trajectory for inflation and average earnings, the data is unreliable.

This is especially the case during periods of heightened volatility – such as now.

 

Accordingly, the main use of forecasts to us is as a negotiation tool with employers

and not as an accurate predictor of changes in our members’ cost of living.

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Latest RMT Circular

PAY PARITY, TRANSPLANT ENGINEERS TRAIN DRIVERS – TUBE LINES AP JNP (LUL/10/2)

 

Further to my previous Circular (IR/237/16, 12th August 2016), branches will be aware that our members voted overwhelmingly in favour of industrial action over management’s total failure to meet our fair demand for pay parity.

LUL purchased new tamper machines in 2015 which they intended to operate with contractors, therefore leaving RMT Tube Lines members with old stock and less work. Following long and protracted negotiations, an agreement was reached for RMT members to work the new machines which resulted in a new roster, 9 new jobs and a 6.3% salary increase. While this is of course a good and welcome agreement for all concerned, it did leave a disparity where our members’ salaries are no longer in line with those of their Tamper colleagues.

Talks to try to address this disparity have regrettably failed and we are left with no option but to call industrial action. We cannot accept such disparity in pay and management must be sent a clear message it will not be tolerated.

Members are therefore instructed not to book on for any shifts that commence between: –

  • 59 hours Friday 26th August 2016 until 05.59 Sunday 28th August 2016

In addition, members are instructed not to work any overtime between: –

  • 06.00 hours Sunday 28th August 2016 and 05.59 hours Tuesday 30th August 2016.

I urge you our members to stand shoulder to shoulder during this action. Management must be left in no doubt of our strength and determination to have our demands met.  We will continue to seek meaningful discussions to resolve this dispute and branches will be kept fully informed of developments.

 

DISCIPLINARY/SPAD PROCEDURE, SHUNTERS – TUBE LINES AP JNP (LUL/4/4)

 Further to my previous Circular (Ref: IR/212/16, 29th July 2016), I advised you of the magnificent vote of our members in favour of taking industrial action. A subsequent meeting of our relevant representatives was held at Unity House at which it was reported that the two disciplinary cases had now been dealt with at the appeal stage and our members were happy with the outcome.

Tube Lines has also agreed to introduce a SPAD procedure which will be a copy of the existing LUL procedure, thus our members should not find themselves in this situation again. It was also made very clear at the meeting that it was the ballot and support of all our members working at Northfields which led to Tube Lines backing down and withdrawing the punishments which it had originally handed out at the disciplinary hearings.

The National Executive Committee has therefore considered and noted all developments and congratulated our members, reps and lead officer for winning this excellent settlement. Additionally, the NEC instructed me to close the file.

 

JOB DESCRIPTIONS – INTERSERVE (LUL CONTRACT) (LUL/14/1)

Further to my previous Circular (IR/169/16, 15th June 2016) I received correspondence from the company after I advised them of a dispute situation arising as a result of it failing to provide the required assurances to protect members’ pay and terms and conditions. However, the company said it would carry on with the implementation of the Job Descriptions and failed to mention your union’s three demands to enable discussions. Namely, No redundancies, wages to be protected and all staff moved would be in consultation and with RMT agreement.

Subsequent correspondence from the company provides for a three month protection of earnings, but the main issue remains that the process has not been halted.

The National Executive Committee has noted these matters and has instructed me to organise a meeting of our Interserve reps on LUL to discuss the proposals outlined in the Interserve correspondence and to use such a meeting to discuss our formal response to the company. I will keep you advised on this matter following the meeting.

 

Yours sincerely

Mick Cash

General Secretary

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Night Tube this weekend

RMT sets out its position on the roll out of the first phase of the Night Tube this weekend

 

RMT General Secretary Mick Cash said;

 

“RMT supports the introduction of the Night Tube and ever since the idea was first floated our members have fought tirelessly to make sure that it is done properly and that the huge staffing issues it throws up have not been ignored.

 

“The truth is that it is not politicians and their top officials  who will deliver a Night Tube for London it is the cleaners, station staff, drivers, engineers and all the other grades working anti-social hours who will be transforming London into a 24 hour City and they deserve all the praise and the credit.

 

“RMT will be maintaining a policy of ‘extreme vigilance’ with our reps monitoring issues like safety, security and the impact on staff of running services round the clock. The union will also continue to resist any attempts to deliver Night Tube on the cheap. Huge logistical challenges in areas like safety, maintenance and engineering will remain under close scrutiny by the union.

 

“RMT is also conscious of a range of problems with the rolling out of the second tranche of Night Tube services and it is essential that those issues are dealt with through the negotiating machinery and that procedures aren’t dodged in order to hit arbitrary deadlines.

 

“Night Tube is a massive step for London at a time of surging demand for transport services. It must not be compromised by under-valuing the staff charged with delivering the service or by the Government cuts that are being lined up for the TfL budget.”

 

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