Author: Paul

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Transport union RMT ‎statement in support of Jeremy Corbyn.

Transport union RMT ‎statement in support of Jeremy Corbyn.

 

Responding to the attacks on Jeremy Corbyn, RMT General Secretary Mick Cash said;

 

“By peddling the ludicrous notion that Jeremy is some how responsible for the EU referendum result, Jeremy’s critics are in fact insulting the intelligence of voters and in doing so further alienating millions of natural Labour supporters who are quite capable of making up their own minds and who voted for what they believed in.

 

“After a divisive referendum, and with the Tories on the ropes, working class people want the Labour Party to unite and address their concerns, instead those attacking Jeremy risk plunging the party into civil war and handing a gift to the Tories

 

“Jeremy has renewed the faith that many rank and file trade unionists have in the Labour Party which is vital in helping Labour assist in maintaining and increasing support amongst it’s base. Trying to force him from office will weaken not strengthen the Labour Party.”

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Tube Lines Night Tube, Pay and Pensions

The RMT met with LUL and Tube Lines today at Acas to discuss Night Tube, Pay and Pensions

Night Tube: Tube Lines have stated that they will identify how many people wish to remain on Monday to Friday rather than go to Sunday to Thursday (Night Staff affected by Night Tube). One potential solution will be to see if level transfers to London Underground are possible to mitigate this issue. However, this is dependent on Numbers and further talks.

Additionally, Night Tube has also been defined as only Friday and Saturday NIGHTs for affected staff. This mitigates any further ‘all night running’ issues in the future and they will require full talks again in the event of any new ‘Night Tube’ aspirations.

Performance Related Pay. A Lengthy discussion took place around this with the RMT stressing the importance of this issue to our members and that this group of people should not be disadvantaged compared to the main negotiations. Tube Lines and LUL have committed to further discussion on how the pot is divided up etc. They have stated this will be as per other years. We stand by our position.

Pensions: LUL and Tube Lines are examining a cost neutral solution to make entry into the Pension Scheme viable for all staff currently on a Tube Lines Contract (both LUL staff and Tube Lines). This will involve costs of approximately £15 million a year and their desire is to achieve this through increased productivity measures. Tube Lines and LUL are in the process of producing detailed figures that will be ready next by week.

The RMT and Management are meeting again on the 4th July to fully review any proposals and we will then report back to our members in the usual manner

 

Tube Lines Night Tube, Pay and Pensions Update 23 6 16

 

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Blacklist Support Group Update

  1. Jo Cox R.I.P.

Blacklist Support Group send their condolences to the family and friends of Jo Cox at this appalling time.

 

The murder of a Labour MP by someone shouting ‘Britain First’ and with apparent links to fascist groups is not an isolated incident, it is a one of numerous assaults, murders, petrol bombings and terrorist attacks by the far-right over the past decade. A number of fascists have been sent to prison for these attacks and for possession of firearms, chemical weapons and bomb making equipment. If you cannot remember them, that is because the mainstream media barely mentions these outrages, not because they do not occur. This far-right terrorist fringe does not exist in splendid isolation, it operates within the wider context of xenophobia, racism and intolerance whipped up by politicians and the press. This is a dangerous time with the rise of the far right across all of Europe. BSG stand shoulder to shoulder with those taking a stand to fight against fascism, wherever is raises its head.

 

  1. BSG on tour

Glastonbury Festival – Thurs 23rd July, Speakers Forum

 

Marxism Festival – Thurs 30th June, Institute of Education, 7pm

 

National Shop Stewards Network conference – Sat 2nd July, Conway Hall, 11am

 

Durham Miners – Fri 8th July, Rednalls, 4pm

 

  1. Guilty as sin

Dave Smith was found guilty with conditional discharge – which means no fine.

During the 2 day trial in which 5 police officers gave evidence, the suffragettes, Anti-Apartheid, the Stephen Lawrence justice campaign, fights to keep hospitals open and the Blacklist Support Group were all name checked as movements that have all on occasions used civil disobedience to highlight greater human rights injustices. Unfortunately, the judge still found us guilty.

Dave said after the decision.

“Huge ‘thank you’ to my superb & principled legal team JC Townsend & Liam Dunne from Guney Clarke & Ryan, who fought the case purely on the basis of upholding the democratic right to protest (as enshrined in Article 10 & 11 of ECHR). Plus John Bryan and Guy Smallman who acted as witnesses & the video footage of the incident by Reel News. And to everyone who came down to court or sent messages of support – it is really appreciated. I am blessed to have such good friends & comrades”.

 

  1. Blacklisting condemned at the United Nations

http://www.unitetheunion.org/news/scotlands-biggest-union-condemns-15-billion-government-bonanza-for-blacklisters/

 

5, Ongoing victimisation of union activists

Kumaran Bose – Gingsters pie makers sack Bakers union activist

http://www.bfawu.org/bfawu_activist_sacked_for_seeking_union_recognition_at_samworth_brothers

Wood Street cleansers sacked for organising a union and asking for the London Living Wage – United Voices of the World

http://www.uvwunion.org.uk/uvwnews/2016/6/14/day-5-of

 

  1. Have you downloaded the BSG campaign song yet?

Blacklist Number 1 by Sean Taylor reached Number 3 in the Amazon Blues charts and Number 7 in the Folk charts on its first week.

Keep up the momentum – download the track and support the campaign.

https://www.amazon.co.uk/Blacklist-Number-1/dp/B01G9U6DKA

Any homemade videos of groups of union members singing the chorus should be uploaded to the BSG FB page

 

Keep the Faith

 

Blacklist Support Group

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RMT Political School

NOMINATIONS FOR RMT POLITICAL SCHOOL

SUNDAY 16 OCTOBER – FRIDAY 21 OCTOBER 2016

 

Please nominate by Monday 11 July 2016

 

The next school will take place from Sunday 16 October to Friday 21 October 2016 at the National Education Centre at Doncaster. Participants will be expected to arrive by the early evening of 16 October to meet fellow students at an evening buffet and to ensure a prompt start on the Monday.

 

With the assistance of guest speakers and our parliamentary group the purpose of the school is for participants to be equipped with a sound understanding of the political role of trade unions, the RMT’s political activity, our international work and how Branches and Regions can effectively support RMT national campaigns and develop local campaigning initiatives.

 

Branches are invited to nominate one representative but in doing so please ensure that your nominee will definitely be able to attend the school. In the event of applications exceeding places available, the Council of Executives will determine the successful applicants.

 

Branches are actively encouraged to nominate for the school including, applications from women members. All applications from Branches will be placed before the NEC for consideration.

 

Please complete the attached form to nominate a representative and return to Head Office no later than Monday 11 July 2016.

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RMT REITERATES "VOTE LEAVE" MESSAGE ON EVE OF EU REFERENDUM

TRANSPORT UNION REITERATES “VOTE LEAVE” MESSAGE ON EVE OF EU REFERENDUM

One of Britain’s most powerful unions today urged its members and trade unionists to vote for “hope not fear” in the EU referendum and support a leave vote.

 

In an email  to union members, RMT leader Mick Cash voted urged union members and their families to :

 

“….ignore the scare mongering of recent weeks and vote for hope over fear.”

 

In the letter RMT General Secretary Mick Cash says:

 

” Millions of trade unionists and working people will be voting leave because they want the hope of a better future at work and at home.”

 

“Hope that we can be free to develop our industries and public services free, from EU driven privatisation and deregulation.

 

“Hope that we can be free to pursue policies that promote jobs and prosperity, free from EU driven austerity.

 

“Hope for fair employment where all workers get the proper rate for the job, free from undercutting and a  EU race to the bottom.

 

“Hope that we can take back democracy so we can make laws that benefit  our communities  not corporations – and be free from laws and corporate carve ups that we have never voted for such as TTIP.”

 

“Hope for a better world and true international solidarity beyond fortress Europe.”

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Latest RMT Circular

Dear Colleagues,

 

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

 

Further to my previous Circular (IR/133/16, 5th May 2016), members will recall the resolution from LU Fleet Branch concerning unjustified disciplinary action taken against members at Northfields Depot after a shunting incident where a signal was passed at danger. The Lead Officer raised our concerns with the Company and a meeting took place between our Reps and local management at Northfields Depot where management admitted that the investigations seem not to have got all the evident that was available.

 

So far, one appeal has taken place but no decision has yet been given and members are not confident that the issue will be resolved through this channel. The National Executive Committee has considered the correspondence on file and taken the decision to proceed with a ballot for industrial action. I am currently acting in accordance with this decision and will keep you advised of all further developments.

 

EVERY JOB MATTERS – DEFENDING JOBS ON LONDON UNDERGROUND (LUL/14/5)

 

Further to my previous Circular (IR/144/16, 19th May 2016), the following resolution has been received from Bakerloo Branch:-

 

“This Branch notes:

 

  • The hugely detrimental effect of the “Fit for the Future” programme on our members’ working lives, including through a severe impact on work/life balance.
  • LU’s plans for similar restructuring projects in other areas and functions, including trains.
  • That four Branches – Central Line West, Central Line East, Hammersmith & City Line and Piccadilly and District West – have submitted resolutions to the NEC calling for new disputes and industrial action ballots on stations.

 

This Branch further notes and welcomes the NEC member’s announcement that the Union will relaunch an all-grades campaign against cuts, including by circulating a broadsheet briefing to all members.

 

This Branch resolves to add our voice to the call for new ballots, which we hope will follow swiftly on from the launch of the new campaign. To send this motion to the NEC.”

 

The National Executive Committee has noted the resolution and taken the decision to prepare a ballot matrix for stations and revenue members and also to organise a Reps meeting of these grades to discuss industrial action. I am currently acting in accordance with this decision and will keep you advised of all further developments.

 

RATES OF PAY & CONDITIONS OF SERVICE AND NIGHT RUNNING – LONDON UNDERGROUND (LUL/0001)

 

Further to my previous Circular (IR/051, 3rd March 2016), the following resolution has been received from Central Line East Branch:-

 

“This Branch intends to defend our Train Operators in our area who are threatened with being unjustly displaced to other depots around the combine in breach of the Pay and Night Tube dispute settlement.

 

We believe that members’ work-life balance must be maintained at the very least and should be improved wherever possible. The detriment to our members is unacceptable, adding over ten hours to their weekly travelling time to and from work.

 

We call on the Union to take urgent and all necessary action (strikes and action short of strike) if these threats are not removed completely”.

 

The National Executive Committee has noted the resolution and taken the decision to organise a meeting of our Train Grades Reps to discuss the matters raised in the resolution and to action a response. I am currently acting in accordance with this decision and will keep you advised of all further developments.

 

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London Pride 2016

Our Ref EO/16

Circular No. NP/167/16

13th June 2016

 

TO ALL BRANCHES, REGIONAL COUNCILS AND REGIONAL OFFICES

 

Dear Colleague,

LONDON PRIDE – SATURDAY 25TH JUNE 2016

 

This year we will be marching in London Pride, one of the world’s largest LGBTI events. Not only are Pride marches a time of celebration for our LGBT community, but are an opportunity to promote the union and our campaigns.

Pride marches are family friendly events and all members, whatever sexuality or gender/gender identity are welcome to join in.

We encourage branches and regions to take their banners and support our LGBT members.

This year we meet at Unity House 10.30 – 11.30 to hand out T-shirts, banners etc before moving off to Portland Place to form-up with the March.

The March starts off at around 1pm and finishes at around 3pm In Whitehall.

For any queries or to say you wish to take part, contact either John Stack (johntube@me.com) 07941 809262 or our Equal Opportunities Officer Jess Webb (j.webb@rmt.org.uk) 020 7529 8821.

 

Yours sincerely

Mick Cash

General Secretary

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May 2016 Inflation Rate

Head Office Circular No. NP/168/16

 

To the Secretary, all Branches and Regional Councils

Tuesday 14 June 2016

 

Dear Colleagues

 

INFLATION: INSIST ON YOUR PAY DEAL BEING BASED ON RPI

 

The Retail Prices Index (RPI) was 1.4% for the year to May 2016, up from 1.3% for the year to April 2016.

Some employers/ government agencies are attempting to sideline RPI and are instead pushing other measures of inflation – such as CPI (0.3% for the year to May 2016) or CPIH (0.7% for the year to May 2016). Both CPI and CPIH are inappropriate for use in settling pay claims. This is because they are designed for comparing different countries’ economic performances, rather than average workers’ costs. Furthermore, CPI and CPIH tend to understate changes in the cost of living:

Attempts by an employer to link pay awards to CPI must be resisted and logged with the Policy Department.

Further information will follow in the Pay Bulletin presently.

Yours sincerely,

Mick Cash

General Secretary

160614gb(InflationCircular_June2016)

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2016 Thales Pay LR1-7

Despite productive talks with Senior Management and the RMT, we was disappointed that no progress was made. A 1.7% Pay Offer has been made and implemented which is below the aspirations of our members. We therefore asked that a number of other issues be taken into account so that the total package might be one that we could recommend to our members for acceptance. However, as can be read in the below letter, there was no progess and we are now in dispute with the company.

I will therefore be writing a report to the RMT National Executive Committee asking them to ballot all our members across Thales UK. In the meantime can everyone please make sure that their membership details are correct in terms of grade title and workplace

The following letter was sent to Thales DTS & RSS

 

Paul Jackson,

Branch Secretary RMT,

07810 643 681

 

Vicki Turner

Human Resources Director,

 

31st May 2016

 

2016 Collective Pay Claim RMT Response

 

Further to your letter dated 25th May 2016, I believe it is necessary to clarify our members’ position regarding pay.

We have not agreed anything and we have no agreed way forward, we have reiterated that we wished to work together to conclude a fair and reasonable settlement for our members.

 

Pay Negotiations:

For clarity, we have rejected the 1.7% offer several times both verbally and in writing and I do not believe that there can be any confusion or misinterpretation of this matter. We have stated that we would work with you regarding the ‘total package’, so please understand that this is not the same as acceptance.

We note that every year, from a Thales UK perspective, is a challenging year when it comes to talking about pay. However, it is less challenging when your company is making self congratulatory PR videos etc saying how well the company is doing. So can we please stop the semantics, your company is succeeding through the efforts of our members and have seen the benefits of changes and streamlining deliver through our talks. The RMT shared our concerns regarding the Gainshare Scheme when it was initially described, was that the company would use this to try to move to a bonus culture rather than a general pay rise. The continual mentioning of this bonus does nothing to change our view on that matter.

 

Imposition:

You asked us to delay meeting for a month regarding pay. We stated very clearly that we wanted this matter dealt with. However, your company ignored this request and continued on a path to impose the pay increase. It is therefore very poor industrial relations to then use an excuse that you did not want our members to wait when the delay was at your own request.

 

New Issues:

This is quite strange that you have referred to issues that in some cases stretch back to 2012 as new. They are not in any format not known or new to Thales. These are an attempt to resolve the yearly Pay Claim and need to be seen in that light and not issues that need to be kicked into the long grass. We want them resolved and then included within agreement between your company and our union at Company Level. To assist I will describe these issues and potential resolutions in summary.

  1. Thales RSS ALP: This has taken approximately 60 months and is always being looked at. This is not an issue of Thales UK perspective. This is an issue of what is right. Our members rightly gave the company the opportunity to correct their annual leave pay. Whilst this was eventually done, these members should not be disadvantaged for not taking this matter straight to an Employment Tribunal. Though I could seek legal opinion on taking this matter to County Court if you wish? At the end of the day our members want the money that they feel they are owed. We can look at agreeing collectively a level of compensation, either preferably financial or potentially through time in lieu.
  1. The Implementation of the A-Z in DTS was not dependent on all staff being under Red Book terms and conditions as indeed the vast majority were not. I find it inflammatory to reject a proposal given that you stated at our meeting that you understood that RSS was already covered by these terms. It is impossible not to therefore see this in the context of you removing terms now that you’ve discovered that were not covered by the agreement.
  1. We understand the Policy and as stated several times, we are looking at ways to resolve a dispute and not to have an in depth discussion of existing terms and conditions. The suggestion is that on occasion staff will have a few hours left of their leave and that they should have the opportunity to take some quality time away from work through rounding that time upwards.
  1. Regarding rostering and training allowances on RSS, whilst we are happy for talks to be concluded in the best forum that does not and cannot detract from the need to reach agreement at Company Level. So I would highly recommend getting that work stream completed.
  1. These are fine words and indeed if the actions matched these sentiments then I suggest we would not have mentioned them. I suspect it would be easy to rewrite this paragraph and reach an agreement around these terms. However, I suspect that it is the fact that your sentiments do not mirror practice that would cause issue so if we can match your sentiment to reality then we can move forward on this matter.
  1. Regards the overpayment, all that was stated in march is that you was going to review the matter. However, we do thank you for this move but we still do not have any evidence or details to weigh its significance as part of the broader pay discussions. I am aware of the future proofing work that is being done and this should be concluded and incorporated into an agreement at Company level.
  1. There is a difference between tracking of vehicles and spying on staff and we are trying to make sure that the former prevails.

 

I have stated in the past that we are open to multi-year deals and there are many examples where we have concluded them with other companies. We are happy to discuss this matter further.

Regards the matter of dispute resolution. There is not one for RSS and the offer with regards for the DTS section was not taken forward. By imposition that route has now ended.

That is not to say that we do not wish to reach agreement or act in a collaborative manner and we are open to further talks at your convenience.

 

Yours Sincerely,

Paul Jackson

 

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Cleshar's Patrolling Dispute Settled

Following lengthy talks, LUL and the RMT have reached an agreement that will see an end to Cleshars employed staff undertaking patrolling and the work will again revert to fully trained LUL staff.

This dispute was ensuring long term job security for our members in LUL and this has been achieved. It was also not about worker against worker and LUL have also stated that staff with T001 qualifications that apply for any future vacancies will likely be employed as has been the case already. However, we can also not allow a race to the bottom to exist that will drag all worker’s down.

The RMT’s long term aim is ALL staff working on LUL are employed by LUL to ensure decent pay and conditions. It also allows staff to fully work safely without any fear of repercussions. End the contracting companies and keep the workers

The full agreement is below.

Track Patrolling Cleshars Staff Dispute Resolution Agreement

  1. This agreement does not form part of any night tube agreement and the BCV nights track staff will be party to any further additional enhancements should they exceed those agreed in sections 6 and 7 below.
  1. Cleshars staff will not be trained or assessed for patrolling from the date of this agreement.
  1. During the period up to 31st Dec 2016 a pool of Track Operatives will be identified and trained to T001 to cover any shortfall of Skilled Ops on HGW.
  1. RMT agree for rosters to be changed to Monday to Friday for Bakerloo Line Track Nights staff and Sunday to Thursday for Victoria and Central Line track staff. The existing B&V roster will be ended. The rosters will change from no sooner than 1st week of June with the date to be agreed as soon as practicable
  1. Staff who do not wish to change to the appropriate roster for their line will be required to specify a location of their preference and volunteers sought there to swap shifts. However if no volunteers are forthcoming these staff will be required to transfer (or swap) to the nearest gang vacancy that can accommodate their existing working pattern.
  1. Existing B&V Nights track staff (i.e. those in post at 4th April 2016) who currently work a roster that attracts 7 banked rest days will retain their seven additional rest days for 2016. From Jan 2017 that will reduce to 4 days each year.

These rest days:

  • will not be contractual in the event of retirement or leaving the company
  • must be taken throughout the year and cannot be carried over
  • will be retained by these staff if promoted to other operational grades that operate the same roster pattern within B&V track nights
  • do not require the staff to work any additional rostered time over 35hrs/week to generate them

 

  1. From the implementation of the new rosters the existing B&V Track Inspectors and Section Inspection Managers (i.e. those in post at 4th April 2016) who work permanent nights will receive 2 rest days for 2016. From 2017 this will increase to 4 days each year.

 

The conditions associated with these rest days are the same as those attached to 6 a) to d) above.

 

 

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Tube Lines Pay/ Night Tube & Pension Update

Tube Lines Pay/ Night Tube & Pension Update

RMT General Secretary, Mick Cash, met with senior LUL Managers at Acas last week and had an open and honest discussion on how this dispute affected our members.

A full report was given to our Tube Lines Reps on Friday and it was decided to agree short term talks to resolve the issue of the Tube Lines pay deal not being the same as that offered to LUL staff and allowing all TLL staff entry to the TFL Pension.

It was agreed with LUL to extend the date required to name strike dates by four weeks (the maximum allowable under the Law) to allow for more talks to be concluded.

The reps were clear that they was looking for progress and that this matter needed resolving. Their patience was at an end

 

Pay and Night Tube and Pensions 10062016

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Undercover police spied on the RMT union

Undercover police officer Carlo Neri spied on the RMT union.  Photographic evidence shows that in October 2004 the spy cop was present at the industrial dispute following the sacking of the prominent union militant Steve Hedley (now elected as Senior Assistant General Secretary of the RMT union) during construction of the Kings Cross terminal for the Channel Tunnel Rail Link.

The presence of the police spy from the Met’s disgraced Special Demonstration Squad was captured on camera by the freelance photographer Andrew Wiard. The photographs show the police spy standing behind an RMT banner with the slogan ‘Reinstate Steve Hedley’ while handing out leaflets to construction workers who had walked out in support of the victimised union activist.  Also present at the picket line were RMT activists Alex Gordon and Sarah Friday plus GMB construction organisers Kelly Rogers and Steve Kelly (who was subsequently banned from the project controlled by the blacklist companies Costain, O’Rourke and Emcor).

 

Photographs only available for use in the media upon direct email request to Andrew Wiard  andrew@reportphotos.com

http://reportphotos.com/albums/qO1oC/undercover-police-officer-carlo-neri-at-union-meeting-1/5b8e82c0c8a22d8fd64cfb398a9b31347bbc57de

 

Steve Hedley commented:

“I am appalled that a secret police spy thought that it was justified to turn up on a peaceful RMT picket line in order to gather information. I had earlier housed this person rent free as he claimed he was being made homeless and feel shocked that taxpayers money could be used like this to betray the trust of people engaged in completely legitimate industrial action. We heard a lot growing up about police states in other countries whilst it turns out our state was doing exactly the same thing here”.

 

The photographs were rediscovered by Dave Smith while researching for the updated version of the book Blacklisted and were first made public at the GMB conference in Bournemouth on Sunday evening (5th June). Smith commented afterwards:

“We were standing up for workers rights but apparently the British state considered us such a threat, that we were kept under constant surveillance by shady anti-democratic units in the police. This is nothing less than political policing and has no place in a democracy.

This took place during the Tony Blair government and I want to know why trade unions were were being spied on under a Labour Home Secretary. David Blunkett has serious questions to answer”.

 

The CTRL dispute is recorded on Consulting Association blacklist files of Steve Hedley and GMB organiser at the time, Steve Kelly.

Both Steve Hedley and Dave Smith have been granted core participant status in the Pitchford public inquiry into undercover policing.

 

 

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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