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Category: Agreements
Agreement reached with Engineering Train Drivers
Following months of talks between the RMT, Aslef and Tube Lines, a final offer has now been received that is acceptable to our members. This shows what unity in workforce can achieve especially when a dispute is driven by the rank and file members whose determination and strength, whether RMT or Aslef, deserves to be saluted.
This offer will now go before the RMT National Executive with a recommendation to accept
Full wording
Following our recent discussions I am writing to confirm the basis of our agreement;
1. All current industrial action will be suspended and no further industrial action will be taken unless there is a failure to reach agreement in relation to all of the items set out below.
2. An initial salary increase of 3.15% will be made to the relevant employees on the first available pay date following the completion of items (3) and (4) below. This increase will be cost neutral and will be funded by the completion of item (3) below.
3. The following elements of the Draft ETO Regrading Initiative will be implemented with immediate effect:
· Section 3: Crewing of Trains
· Section 4: Assistant Train Operators (Assists)
· Section 6: Plant Link
· Section 8: Drinks Machine
4. A local level Working Group will examine the practice of how meal breaks are taken and the reciprocal arrangement for staff leaving at the end of their shift. An agreed process mirroring existing methods of working will be drafted and implemented by the end of February 2017. In the event that this is not achieved then an Officer Level Meeting will take place at the first mutually agreeable date.
5. A further salary increase of 3.15% will be paid on the first available pay date following the successful implementation of the following efficiencies as set out in the Draft ETO Regrading Initiative. This is anticipated to be by the end of May 2017 and will not be unreasonably delayed by either party .
– Section 7: Completion of Utilisation of Paid Hours work by April 2017
– Section 2: Rosters and their Implementation Dates to be agreed as per the 2010 Roster Agreement for Day and Night Link Driver by May 2017. The number of required positions will be decided following the Transplant Reorganisation and following 6.1.1.of the Main Framework Agreement. For the avoidance of doubt payments under this section will not be backdated.
3. The review of the individual managers salary for ‘pay compression’ will be completed by May 2017, and any recommendations implemented.
4. Following successful implementation of the above, both ASLEF and RMT will confirm that this dispute is resolved and undertake not to raise any further dispute in relation to the pay or working arrangements for Transplant employees during the course of the current pay deal.
Transplant – Proposed ETO Regrading Initiative – updated Proposal 23 1 17 – Final for submission
Metropolitan Line Signals Annual Leave Agreement
The RMT have net with management over the last week following problems covering last Christmas Day on call.
To this end we have tried to address some of the issue regarding being on call and how cover is arranged and will vary the agreement with the below proposal that is agreed in principle.
“Christmas Day cover (assuming NO train service) will be as per previous custom and practice arrangements: 1 x TO (12 hr Days) + 1 x TO (12hr Nights) on call.
Staff covering on call on Christmas day will only be expected to attend site if a report is made that may be expected to affect the start up of train services on Boxing Day. This will be a decision made by the Incident Manager and be justifiable to the Line Incident Manager (LIM).
Annual leave period, as per the framework will be assessed by fourteen days after the end of February date for the main submission of annual leave (3.2.1 Signals Framework).
If no cover for Christmas day is forthcoming then a level 1 meeting will take place to address this matter prior to leave over the Christmas period being granted.
Any other requests to work Christmas Day period will be dealt in an individual manner and work will be found for any person wishing to work. All other staff are expected to book annual leave.”
The aim of these words are to describe the type of fault a person will be called to attend on Christmas Day i.e. Service Affecting and that we will monitor the situation for the next few months to see if there are any volunteers. In the event that there is not then we will meet with management to review a way forward
The longer term view will be to negotiate a stand alone agreement for all Incident Technical Officers/ DSIMs and how the Christmas Period will be covered in a consistent and unified way
New LUL Vehicle Policy
Following lengthy discussions regarding driving company vehicles and how best to ensure the safety of our members and at the same time protect their rights to privacy and against disciplinary action, the below document has finally been agreed.
Whilst not fully reaching our aspirations, we have removed many of the areas of concern that was in the original draft
LUL: New Signals Framework Agreement Agreed
Following lengthy discussions, the New LUL Signals Framework Agreement has been agreed at the Company Council.
If you work for LUL in Signals, Power or DLO (Comms & Electrical), then this will apply to you.
The Main changes are:
- The introduction of the support fitter grade in Stations & Civils area
- Changes to how people are chosen for grade progression (move to trade tests to ensure equality)
- Changes to the On-Call agreement in Power
- Auto-Tech Grade will be phased out with new technology. Agreement on their promotion to Technical Officer and redeployment to alternative signalling areas agreed at Functional Council
LUL Track Patrolling Dispute
Following talks with LUL and meetings with affected members, we believe we are close to achieving an acceptable solution that guarantees job security and patrolling being done by internal staff.
Further talks are scheduled for tomorrow and talks will focus on the below skeleton agreement. It must be stressed that NO AGREEMENT have been reached and our members will and are being fully involved in this process
(Draft) Track Patrolling Cleshars Staff Dispute Resolution Agreement
- This agreement does not form part of any night tube agreement and the Track staff will be party to any further additional enhancements
- Cleshars staff will not be trained or assessed for patrolling from the date of this agreement.
- 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 to eliminate the need to use the existing licensed Cleshars staff for track patrolling.
- 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
- Staff that 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.
- Staff will be able to apply for overtime on other lines and departments if available. A list of staff available to work and licences will be circulated to appropriate parties.
- 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
- 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 7 a) to c) above.
Where's our bloody money?
Despite the RMT agreeing a Pay Deal with LUL on the first of March, the company have still not implemented the increase and paid the appropriate amount of back pay.
In pure exasperation at the latest bulletin stating the implementation would be as late as June, the RMT have written the Senior Management stating that we want our money at the first pay run.
It is straight and easy….where’s our bloody money?
Thales DTS Roster Changes
Following months of talks, the RMT Reps at Thales DTS have reached a final position. This matter is now being put to an email vote of our members, with replies by Friday at 16:00
SCPO 0078 Thales Network Management Centre-Rostering Arrangements Network Analysts
LUL: On Call Payment Back Pay
Despite reaching agreement with LUL at Acas (click it >>Metronet Grades Dispute – ACAS Resolution (3)) regarding the increase of On Call payments in Engineering and Back Pay to 2007, so far LUL have only increased the present rate. Even that was only recently.
Our members have now had enough. Promises of jam tomorrow never appears and tomorrow has now came and gone. This is clearly unacceptable. Numerous emails and promises have been sent, none have materialised with back pay into our members bank accounts.
Therefore we advise our members that are affected to raise a grievance with LUL. Please see the template below:
————–
Name:
Grade:
Location:
Date:
To Bob Doyle
cc. Terry Deller
Dear Bob,
I would like to take a grievance over non-payment of my on call back pay.
I am owed <<enter amount if known or state period that you are owed for i.e. from January 2009 etc>>
I would like my money with immediate effect.
Yours
————-
Please send any evidence that you may have. Also copy in your local RMT rep to the email.
If LUL refuse to pay then we intend to refer the matter to our legal team ASAP to give an opinion whether a claim through County Court is viable and look to take cases forward if there is.
To get a legal opinion please fill out the forms below
Thales DTS: Machinery and A-Z document
Thales DTS have finally agreed to sign off the below recognition deal with the RMT. Please see the final agreement below
EX-UKPN
FRAMEWORK AGREEMENT FOR THE POWER DISTRIBUTION GROUP – LONDON UNDERGROUND (LUL/0005)
Following many months of talks with LUL, it has now tabled a new Framework Agreement for the Power Distribution Group which will be applicable to all new staff and for existing staff that choose to take a new grade or accept the new contract. Existing staff can remain on their existing terms and conditions if they wish.
Having considered a report received from the Lead Officer and LU Engineering Branch Secretary, the General Grades Committee has noted the views of affected members and taken the decision to inform the Company of our acceptance of this new Framework Agreement.
RMT to ballot LUL Pway Staff
The LUEngineering Branch will be discussing whether to ballot all Permanent Way staff over management’s decision to start to mentor Cleshar’s staff to undertake T001 Patrolling at tonight’s branch meeting. In what can only be seen as a pointless exercise and a total waste of tax payer’s money, LUL have waited months since they trained these staff to now, all of a sudden, start to mentor them.
Originally, management had hoped to use these people to help break any strike action over Night Tube. Now it can only be seen as an obvious attempt to undermine the job security, promotional prospects and the ability of staff to work overtime. Furthermore, this is a fundamental breach of our agreements reached at functional council over the use of non-Line based patrol staff.
Questions have already been raised as to why LUL would decide to use these provocative steps at a time when they are stating they are looking to recruit. We believe our members will see this as an act of treachery and we again call on LUL to drawer back from this futile gesture and sit down with the RMT and agree a sensible approach to patrolling and how staff are rostered to be available