Category: LUL

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RMT Circular 10th May 2018

 

 

 

 

OFFICIAL CIRCULAR

 

TO ALL BRANCHES AND REPRESENTATIVES

ALL UNDERGROUND AND FORMER LT EMPLOYERS

 

 

 

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

 

Dear Colleague,

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

Serious concerns include:

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

Yours sincerely

Mick Cash

General Secretary

 

Posted on

RMT Circular 30th April 2018

 

 

 

 

OFFICIAL CIRCULAR

 

TO ALL BRANCHES AND REPRESENTATIVES

ALL UNDERGROUND AND FORMER LT EMPLOYERS

 

 

 

30th April 2018                                                                     Circular No: IR/217/18

 

Dear Colleague,

 

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

 

The following resolution has been received from our Neasden Branch:-

 

“This branch notes that London Underground is proposing to introduce Working Timetable 15 from 20th May 2018.

 

Following a recent schedules meeting and scrutiny by our representatives it became clear that the introduction of WTT15 would increase the volume of weekend working which is in breach of the pay dispute resolution agreement dated 21st May 2016.

 

No improvements have since been made and we request the NEC to enter into dispute with London Underground on this matter and to ballot all Train Operator and Instruction Operator members (with the exception of Night Tube Train Operators) on the Jubilee Line for strike action and action short of strike action.

 

Work life balance is important to all of us and it’s crucial that we hold London Underground management to the commitments they have previously made to us on these issues.

 

I urge you all to pass this motion and send a strong message to London Underground that enough is enough”.

 

The National Executive Committee considered this matter and took the decision to inform London Underground that a dispute situation exists between us over this issue and to ballot all Jubilee Line Train Operator and Instructor Operator members for industrial action. Ballot papers will be posted to members on Thursday 3rd May and the closing date for this ballot is Thursday 17th May 2018.

 

If any member does not receive their ballot paper, please ask them to call the Freephone helpline on 0800 376 3706, RMT Head Office on 0207 387 4771 to speak to the Industrial Relations Department or e-mail info@rmt.org.uk to request a replacement. I will keep Branches advised of all further developments.

BREAKDOWN IN INDUSTRIAL RELATIONS, TRAIN OPERATORS, PICCADILLY LINE – LONDON UNDERGROUND (LUL/14/2)

 

Further to my previous Circular (IR/168/18, 28th March 2018) a resolution was also received from our Finsbury Park Branch and this matter has been considered by the National Executive Committee, which noted the views of Reps at the meeting held on Monday 23rd April and a report from the Lead Officer.

 

The NEC has taken the decision to write to LUL to raise all our concerns and to prepare a ballot matrix of all affected members. Also to refer the file to the Southern Sub-Committee to produce a timetable to resolve our members concerns.

 

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

 

Yours sincerely

Mick Cash

General Secretary

Posted on

Transformation Mass Meeting Confirmed

Transformation Mass Meeting

 

As part of the transformation consultation, the RMT have organised a Mass Meeting to feedback to our members involved in this reorganisation and decide our next course of action.

 

The meeting will take place at 14:00 – 16:00, Tuesday 8th May in the Mahatma Ghandi Hall, Indian YMCA, 41 Fitzroy Square, London W1T 6AQ.

(The nearest station are Great Portland St or Warren St Tubes)

 

The agenda for the meeting is:

  1. Feedback and Reports from the Negotiating Reps on TfL, LUL and JNP
  2. Questions from the floor, and then a response from your reps.
  3. A decision on what actions to take next.

 

The reality is that talks have been very hard and there has been a lot of misinformation and errors circulated. However, this is your chance to come and have your say and guide your union on how to take this matter forward or how we will oppose these changes.

The RMT London Transport National Executive (NEC) Member, Andy Littlechild will be in attendance to receive your feedback and report back directly to Unity House.

The meeting is open to ALL RMT MEMBERS and those staff that are affected and want to join our union to oppose cuts in any way our members and NEC direct us.

 

Transformation Mass Meeting Poster

 

 

Posted on

Tubelines/ LUL alignment

Tubelines/ LUL alignment

 

Since tube lines were transferred to come fully under the LUL Banner, there has been many rumours circulating around how much different grades get paid and who gets paid more or who gets paid less. Most of these have been very wide of the mark and were incorrect.

 

However, it is true to say that people’s terms have changed over the years and in some cases they are now considerably different.

 

Spot Rate Grades 

 

Grades that have spot rates are generally similar with some Tube Lines staff tending to be paid about 1% extra However, where some LUL staff are paid more, the differential can be as high as 20%.

 

Q Grades 

 

In terms of Q Grades, there is a large differential between LUL and Tube Lines as it appears that Tube Lines did not raise the bottom of the band over a significant period.

 

 

Pay comparison (click here)

 

 

There are also differences between other terms and conditions such as PM and SPC Payments, Paternity and Maternity payments etc

 

 

Benefits comparison (click here)

 

 

The RMT are well aware that these issues need to be resolved and these will form a huge piece of work to align these terms and conditions into one format. We will be pushing for an alignment upwards and I am sure that LUL will have a different view.

 

However the key point is that we are all aware that many of these issues are solvable and will need to be addressed. It should also be stressed that there are no proposals trying to push pay and conditions downwards at this time either.

 

The RMT therefore intend to place this firmly on the agenda and make sure that that LUL are fully aware that we intend to push, as always, for the best deal possible and that we are looking to end certain disparities such as Electricians (Senior Tech) Pay.

 

 

Posted on

LUL Circular 14th March 2018

BREAKDOWN IN INDUSTRIAL RELATIONS, TRAIN OPERATORS, PICCADILLY LINE – LONDON UNDERGROUND (LUL/14/2)

 

Following the resolution to this dispute last year (Circular IR/173/17, 21st April 2017), a meeting with the Senior Assistant General Secretary, NEC members, Trains Functional Council Reps and Piccadilly Line Reps recently took place at Unity House. At this meeting, it was reported that Piccadilly Line management are not adhering to the items agreed, in particular:-

 

  • Trains Safety Issues
  • Application of SPAD Policy
  • Training Issues
  • 5th Day CDP Training
  • Cockfosters Depot Meal Relief Point
  • Cockfosters Barrier and Familiarisation
  • Action Tracker
  • Representation at Fact Finds
  • Attendance at Sickness Reviews
  • Review Process

 

This matter has been considered by the National Executive Committee, which has taken the decision to request that discussions at ACAS are reconvened to review the progress, or lack of progress, regarding the above. I am currently acting in accordance with this decision and will keep Branches advised of all further developments.

 

Yours sincerely

Posted on

LUL Circular 14th February 2018

TUBE CLEANERS – ABM CONTRACT

DEMO OUTSIDE CITY HALL AND ABM OFFICES

ON WEDNESDAY 21ST FEBRUARY AT 2PM

 

At 2pm on Wednesday 21st February, we will be holding demos to protest against the treatment by outsourcing companies (especially new mega contractor ABM) of Cleaners on the London Transport Network.

 

The first demo will take place outside City Hall (Address: The Queen’s Walk, SE1 2AA) with participants then moving on to protest outside the nearby ABM Headquarters (Address: George House, 75 – 83 Borough High Street, SE1 1NH).

 

The demo is intended to name and shame the people responsible for the poor treatment of cleaners and lobby for a change. We demand that cleaners be directly employed by TfL, that they – like their colleagues – receive free travel, decent sick pay and improved wages reflecting the often anti-social hours which they work.

 

THE LONDON MAYOR NEEDS TO ACT NOW. ABM is already busy ripping up the sick pay policy of workers who transferred to it from outsourcing company “Vinci”. The demo will be letting everyone know what is going on.

 

Members are invited to attend and encouraged to bring banners, flags etc. Following the demos, there will be recruitment activity, designed to boost union membership amongst ABM workers.

 

(Note to London Transport Region Branches: Supporting attendance at this day of action is a legitimate use of branch funds).

 

RATES OF PAY & CONDITIONS OF SERVICE 2019 – LONDON UNDERGROUND (LUL/0001)

 

The anniversary date for the London Underground pay review is 1st April 2019 and the following two resolutions have been received from the London Transport Regional Council:-

 

“The LTRC recognises that our current pay deal will end in early 2019, with new talks planned for February 2019 and that we must prepare for those negotiations.

 

We the members of the LTRC will no longer accept the disparities between our members because of their length of service. We demand that all employees on LUL are given the same terms and conditions as their colleagues in the same roles. Everyone should have parity of conditions irrespective of their service.

 

To this end, we demand that LUL introduce the PTAC for all staff effective from 2019. There are no excuses for our colleagues to be discriminated against due to their service length especially considering that new TOCs like Crossrail give the PTAC to their employees who can then use that concession on LUL services.”

 

“The LTRC recognises that our current pay deal will end in early 2019, with new talks planned for February 2019 and that we must prepare for those negotiations. We the members of the LTRC will no longer accept the disparities between our members because of the date they entered service. We demand that all employees on LUL are given the same terms and conditions as their colleagues in the same roles. Everyone who have the same job should have parity of conditions irrespective of their service.

 

We demand that LUL begin a process to “level up” pension provision to the higher rate for all employees, as part of any new pay deal. Every staff member in the same roles should on the same terms and conditions. There are no excuses for our colleagues to be discriminated against due to their service length especially considering that this discrimination will result in all junior members of staff suffering a detriment in retirement annuity of thousands of pounds per year and a detriment to their pension pot of hundreds of thousands of pounds over the course of their careers.”

 

This matter has been considered by the National Executive Committee, which has taken the decision to invite all London Transport Branches and the Regional Council to contribute to our Unions submissions for the pay talks with a  view to prepare a comprehensive unified claim. I will keep Branches advised of all further developments.

 

Yours sincerely

Mick Cash

General Secretary

Posted on

TFL TRANSFORMATION (TFL/15/4)

OFFICIAL CIRCULAR

TO ALL BRANCHES AND REPRESENTATIVES
ALL UNDERGROUND AND FORMER LT EMPLOYERS

11th January 2018 Circular No: IR/23/18

Dear Colleagues,

TFL TRANSFORMATION (TFL/15/4)

Further to my previous Circular (IR/431/17, 28th September 2017), where I advised that TfL was undertaking a ‘root and branch’ review of the business with the intention of hitting a savings target of £5.8bn – made up from £5.2bn Business Savings and £0.6bn Operating Model Savings, discussions with the Company have continued.

Following the latest discussions, this matter was considered by the RMT National Executive Committee which has taken the decision to arrange a meeting of affected members to provide an update and seek their views, along with invites extended to other Unions on TfL.

I would be grateful for Branches to bring the contents of this Circular to the attention of all affected members and advised them that the arrangements for the mass members meeting are as follows:-

10:00 hours on Wednesday 24th January 2018

Indian YMCA, 41 Fitzroy Square, London W1T 6AQ

Posted on

December Transformation Report – Cherry Picking

Below is a report on the latest Transformation Negotiations from our reps.

 

“We have come across another obstacle today which is pan Transformation and something which we all felt needs a clear and constant approach.

 

As such we have insisted on a meeting with Colin Game on Jan 2nd before we go any further.

 

The basic issue is in some work streams  they are mixing pools ie ADs & SMs, SMs & MMs, MMs & Band 4s and trying to pick and choose where they will map someone upwards ie a MMJ seconded as a Band 4 proposal is to map that person directly into the Band 4 post, yet in another, a SM is seconded as a MM but they will not map that person into the MM role and have said they must go back to their substantive grades pool.

 

We feel this is open to abuse by management to appoint “cherry pick” who they want etc. Hence we need a consistent approach.

 

 

The lead from the meeting this morning Rick Taylor was really trying to get us to commit to something there and then today which has made me very suspicious of his motive, but obviously we insisted that we met with Game (ER) to consult relating to all Streams not just the one we were in today.”

Posted on

RMT Newsletter 7th December 2017

Dear Colleagues,

 

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

 

Further to my previous Circular (IR/540/17, 28th November 2017), the ballot has concluded and the result was as follows:-

 

Are you prepared to take strike action?

 

Number of individuals who were entitled to vote in the ballot:        52

Number of votes cast in the ballot:                                               46 (88.5%)

Number of individuals answering “Yes” to the question:                  41 (89.1%)

Number of individuals answering “No” to the question:                   5

Number of spoiled or otherwise invalid voting papers returned:       0

 

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

 

Number of individuals who were entitled to vote in the ballot:        52

Number of votes cast in the ballot:                                               46 (88.5%)

Number of individuals answering “Yes” to the question:                  42 (91.3%)

Number of individuals answering “No” to the question:                   4

Number of spoiled or otherwise invalid voting papers returned:       0

 

Following this superb result, the National Executive Committee took the decision to instruct all Train Maintainer (Train Maintenance), Technical Manager, Storeman, Storeman Team Leader, Materials Manager and Maintenance Performance Manager members to take industrial action as detailed below:

 

With effect from 00:01 hours on Wednesday 20th December 2017, until further notice, members are instructed:-

 

  • Not to work any overtime or rest days
  • Not to carry out roles beyond their substantive positions and locations
  • Not to deviate from current valid approved work and safety instruction documents
  • Not to deviate from current valid approved risk assessments
  • Not to deviate from latest issue of Tube Lines supplement to the rule book
  • Not to work onsite unless a first aider is on duty
  • Not to perform coaching and/or buddy duties
  • To take rest breaks within legal/agreed parameters
  • Not to use personal mobile devices for work related use

 

Further talks with the Company are due to take place and I will keep Branches advised of all further developments.

 

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

 

Further to my previous Circular (IR/540/17, 28th November 2017), the ballot has concluded and the result was as follows:-

 

Are you prepared to take strike action?

 

Number of individuals who were entitled to vote in the ballot:        32

Number of votes cast in the ballot:                                               32 (100%)

Number of individuals answering “Yes” to the question:                  29 (90.6%)

Number of individuals answering “No” to the question:                   3

Number of spoiled or otherwise invalid voting papers returned:       0

 

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

 

Number of individuals who were entitled to vote in the ballot:        32

Number of votes cast in the ballot:                                               32 (100%)

Number of individuals answering “Yes” to the question:                  29 (90.6%)

Number of individuals answering “No” to the question:                   3

Number of spoiled or otherwise invalid voting papers returned:       0

 

Following this superb result, the National Executive Committee took the decision to instruct all Advanced Train Maintainer, Duty Maintenance Manager and Team Leader (Train Maintenance) members to take industrial action as detailed below:

 

With effect from 00:01 hours on Wednesday 20th December 2017, until further notice, members are instructed:-

 

  • Not to work any overtime or rest days
  • Not to carry out roles beyond their substantive positions and locations
  • Not to deviate from current valid approved work and safety instruction documents
  • Not to deviate from current valid approved risk assessments
  • Not to deviate from latest issue of Tube Lines supplement to the rule book
  • Not to work onsite unless a first aider is on duty
  • Not to perform coaching and/or buddy duties
  • To take rest breaks within legal/agreed parameters
  • Not to use personal mobile devices for work related use

 

I will keep Branches advised of all further developments.

 

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

 

Further to my previous Circular (IR/540/17, 28th November 2017), all affected members 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 Tuesday 12th 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.

 

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

 

Further to my previous Circular (IR/540/17, 28th November 2017), all Work Train Controller members 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 Tuesday 12th 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.

 

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

 

Further to my previous Circular (IR/540/17, 28th November 2017), all ISS (KAD Contrat) members 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 Thursday 14th 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.

 

 

RATES OF PAY & CONDITIONS OF SERVICE 2017 – DOPPELMAYR EMIRATES AIR LINE CABLE CAR (TFL/0001/CC)

 

In line with Union policy, a pay claim for an increase in pay and improved terms and conditions was submitted to the Company. The Regional Organiser met with the Company and the following no-strings offer was received:-

 

  • An average increase to salaries of 2.64% from November 2017, including bonuses for shifts worked over that period.

 

  • Two months back pay.

 

The National Executive Committee has considered a report from the Regional Organiser and noted a consultation of affected members by the RMT Rep resulted in an opinion to accept the offer.  In line with the NEC decision, the Company has been advised of our acceptance of the offer and I have asked that the increase, along with backdated monies, is paid to members at the earliest opportunity.

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.

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• 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.

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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.

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