Author: Paul

Action

Decision

SG made introductions and apologies were received on behalf of Wayne Geoghegan.

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Item 4

04/02/16

Item 5

04/02/16

Item 7

04/02/16

SG noted there were no comments from the Trade Unions and the meeting notes from 2 February 2016 are agreed.

SG confirmed all matters arising from 2 February 2016 have been completed, with the following exceptions:-

Pension Transfer, Grievance Procedure and LU Machinery Breakdown – TD provided an update explaining that at the last meeting RMT and UNITE requested to have sight of the agreement stating right place for discussions to take place would be at Tube Lines Company Council. TD noted that there is no specific document to be shared as this was the output of a meeting, adding that originally the management letter to Trade Unions stated that issues would include Tube Lines only but the Trade Unions specifically requested that BCV and SSL reps were included.

Drug and Alcohol Policy – SG explained that an engagement event is to be arranged which is in progress. JC explained that the management position was that the D&A Policy did not require updating. We would set up an engagement event for interested parties and this would allow us all to assess if any changes to policy or approach were necessary.

RMT asked when this would be completed.  JC agreed this would be held before the next meeting on 7^th July 2016.

Reps at Fact finding Investigation

    i.       Incorrect wording of letter referred to at the previous meeting – TD explained that this had been investigated and the template letters will be amended for clarity.

ii.       JC and TD to clarify the TU understanding of reps at Fact finding investigations – TD explained this had been investigated and both the Law and the Company Policy are clear but it has transpired that this practice has been happening sporadically across the business.

RMT feel that this is problematic as the policy is not reflecting the application on the ground. RMT asked why this has changed.

TD said this has not changed adding that he is simply stating the facts that this practice is not in line with the company policy.

ASLEF noted that managers are being trained to apply this principle in practice. ASLEF reiterated that they feel this should be included in the policy.

JC stated that whilst there is no statutory right for TU reps to attend fact finding meetings, in principle the company does not object to representatives attending but would not expect this to be routine. Additionally, meetings should take place without unreasonable delay and therefore could not be held up for a specific rep to become available nor would we expect significant requests for release as this would be unreasonable.

SG summarised stating that the issue is about “reasonableness” and ensuring individuals have sufficient support where appropriate, however it is not a right and as such it is not included in the company policy.

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7 July 2016

7 July 2016

Closed

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Closed

SG said if there are no objections he would like to share a business update with the Trade Unions following a meeting with the Commissioner, Mike Brown (MB) on Monday, 18^th April 2016.

No objections received.

SG noted that MB reaffirmed the purpose of TfL remains the same, to keep London moving, working and growing and making life in our city better.  SG explained the company faces 4 stark realities Demand, Politics, Technology and Funding. SG said we need to respond to the realities in order to deliver the ambition which is to be customer focused service provider, commercially driven and the envy of transport authorities, cities and Governments around the world. SG said that to deliver this MB has set out 6 priorities:-

1.    To put customers and users at the core of business decision making

2.    To drive improvement in reliability and safety across our network

3.    To accelerate the growth and increase the capacity of our network

4.    To invest in our people and lead them to be the best they can be every day

5.    To cost less, be more affordable and to generate more income

6.    To exploit technology to produce better and faster results

SG said that MB vision is for the company to operate as One TfL, to be more coherent and as such more efficient. To do this the business will be managed differently with 4 Delivery Businesses which are London Underground, Surface, Major Projects and Commercial Development and these delivery businesses will be supported by 8 professional services each led by a single professional lead. The professional services are Customers, Communication and Technology; Finance; General Counsel; Human Resources; Engineering; Planning; Business Strategy and Crossrail 2.

RMT asked SG how the company plans to save £2.9 Billion as required due to changes in government funding.

SG acknowledged that this will be a challenge explaining that one of the things the business is doing is to review all current and planned programmes looking at how to take the cost out of the delivery by reducing the programme times and looking at duplication and unnecessary work.

UNITE asked if the company will be looking at getting more money out of the assets it already has.

SG said yes the company will be looking at the development of commercial revenue from the assets, such as land for housing.

SG said MB leadership team will now take responsibility for the whole of TfL operating with a more joined up approach, matching the demand and making improvements in a more efficient way. SG said he will keep the Trade Unions informed as these changes progress.

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LR provided an update from the ongoing Company Council Sub Group set up to discuss the Introduction of Night Tube Train Operators.

LR explained that significant progress has been made on the following issues adhering to the principle of avoiding making changes to existing agreements as far as possible:

o   Night Tube Train Operator Contract and offer letter has now been issued

o   Process for transfer from Night Tube to Full Time established

o   Successful placement of Night Tube Train Operators into location of choice

o   Options on patterns of Nights for Existing Staff established

o   Communications and Frequently Asked Questions document produced

o   Rosters for the Night Tube Lines based on our discussions are in production

LR listed a number of Item still under discussion as follows:

o   The management of Night Tube Train Operators

o   Train Driving experience once qualified for Night Tube Train Operators

o   Impact of the introduction of Night Tube on the Depot Establishment

o   Further discussion on the patterns of nights to be held at local level.

o   Annual leave carry over for internal candidates, how many will it affect and a solution for the leave to be taken

LR explained that with the consent received from Company Council the Trains CCSG intends to commence work on the long term commitments included in the pay deal (e.g. Four day- 36 hour week trial) as these are linked to the current discussions.

LR provided assurance that the commencement of the other work stream will have no impediment on the date of the introduction of Night Tube.

RMT and ASLEF agreed the talks have been productive and hope to continue as such.

ASLEF stated that they have heard there will be a phased introduction of Night Tube and asked which lines would be starting first.

SG said the CCSG should work towards Central and Victoria Line starting first, followed by Jubilee and Northern Lines with the Piccadilly line last.

ASLEF asked if the facilities for Night Tube drivers had been considered.

SG said this should be discussed at the CCSG.

ASLEF asked if a date for implementation had been agreed as this has implications on the discussions at CCSG in planning for training etc.

SG said no date for implementation of Night Tube has been agreed.

ASLEF asked why the Piccadilly Line will be launched last.

SG said the decision has been based on customer usage and impact and in addition this line is the only manual driving line.

RMT asked if the management team foresee any other barriers to the launch of Night Tube.

SG said they are aware that discussions are ongoing in Track and Signals regarding staff moving onto a Sunday – Thursday shift. SG added that whilst good progress has been made if staff will not move the business will look at other alternatives.

JC added that the business plans to launch Night Tube as quickly and efficiently as possible within the agreed parameters. JC closed by saying this was good work and will be pleased with the CCSG to continue with discussions in this vein.

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RMT is of the view that Former UK Power Networks employees who TUPEd into LUL in 2013 should be entitled to the 2015 pay settlement for LU.  RMT acknowledged that an agreement was reached for these employees in 2011 for a five year pay deal with 2015 being the 5^th Year; however, this means their increase in 2015 is June RPI plus 0.25% which is less favourable than Year 1 (2015) of the LUL award. RMT want the Year 1 LUL 2015 award applied to these employees. RMT explained they are not asking for these employees to receive both pay increases but rather to be entitled to the more favourable LUL settlement for 2015 as this would be most fair option.

TD explained that the Powerlink pay deal is a collective agreement which transferred with the employees as part of their TUPE transfer and this was made clear during the consultation process. TD added that there was never any confusion, these employees were clear they already had an existing pay deal in place and we are adhering to this commitment.

RMT said staff from Former UK Power Network were included in their ballot matrixes and these were not challenged so they feel they have been clear about their intentions.

JC stated that the 2015 pay increase for this group of employees was paid on time and the company has been consistent with the TUPE approach. JC added that the pay deal for Powerlink expires in 2016 so the staff will be eligible for the LU pay deal from year 2.

SG stated that this point should have been discussed at the LUL Pay Talks but it was not raised in that forum and as such the existing agreement was honoured.

TSSA said they feel the staff on these grades should be entitled to have the £500 consolidated increase as part of the LUL pay award.

JC clarified that these employees will be paid the £500 Night Tube Launch Payment but not the £500 consolidated increase.

RMT pointed out that the Pay Award states the consolidated bonus is for “all grades”.

TSSA added that Night Tube discussions had not commenced when these staff TUPEd back in 2013 and they understood from the ACAS talks that all staff would be eligible for the £500 consolidated increase.

JC explained this is for all grades that are eligible for the 1^st year of the pay deal.

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RMT explained that this issue was first raised at Fleet Functional Council in December 2015 but not resolved. RMT feel that apprentices employed on fixed term contracts is unfair and they should be offered permanent contracts with the company.

TD explained that apprentices are employed by LUL on a fixed term contract then they move into a permanent role, where available, on completion of their apprenticeship. TD added that he is not aware of any occasion where an apprentice has been told there is no role available.

UNITE stated this is a distinct change as the contract was always permanent and the deeds of the apprenticeship could be extended at the end of an apprenticeship if additional time was needed. UNITE asked to see when this had changed.

TD explained that this has not changed, only the perception that has changed. TD explained that an apprentice is employed on a fixed term contract with a set of terms and conditions and then when they are offered a new role they get a new contract with new terms and conditions relevant to the new role. TD added that the flexibility to extend a fixed term contract should the apprentice require additional team is still an option. TD said the company does make every effort to employ apprentices permanently if posts area available as a lot is invested in their training.

RMT asked to see the policies on this and if a response could be sent in writing for the Trade Unions to consider and revisit if necessary.

JC agreed to set out how apprentices are managed and recruited in a written response to each of the Trade Unions.

UNITE asked when the length of service for apprentices is calculated from.

JC said from the first day as an apprentice.

UNITE asked management to please take a view that a 3 year apprenticeship is not always enough time for each trade.

SG stated that apprenticeships have changed in that you do not stop learning at the end of the apprenticeship and the 3 years is to focus on the core competency required for that trade.

RMT asked management to consider the arrangements regarding Tube Lines apprenticeships.

JC and TD agreed.

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JC/TD

7 July 2016

7 July 2016

SG said there was nothing further to add and asked if the Trade Unions had any further questions.

Impact of National Insurance Increase on Back Pay

ASLEF asked what the impact of the increase to National Insurance Contributions would be to employees receiving back pay following the conclusion of the pay deal.

JC said contributions are taken at the time they paid and not at the time they are earned.  JC committed to clarify the situation in writing.

LCH Bonus Target Met

ASLEF asked if the LCH Bonus targets had been met for 2015.

SG said they had been met for Quarter 1 and 3 and as such employees will receive £100 for these quarters only.

JC said this will be clarified for the Trade Unions.

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7 July 2016

7 July 2016