Category: Branch

Posted on

Section 15: A Personal View

Many people have been asking what is the dispute all about, below is an extract of an email sent by your Branch Secretary to Heads of Tube Lines and LUL. The email chain regards incidents in possessions and the company view that there is nothing wrong.

The email was sent the day after management refused to suspend section 15 Possessions and then two further possession incidents occurred that very night.

“…….It is interesting times we live in. I am not sure what individual will be blamed for this error or indeed the one for LU Incident – 51703336, but I have little doubt that someone will be held up to not followed a process or instruction correctly. This blame, in my opinion, should not be laid at whatever person is decided to be held accountable, but should be placed fairly and squarely on those on your side of the table that are allowed these processes to continue. I put it to you that a better, more productive and safer culture would be to draw back and examine, along with us, in a systematic manner, the inadequacies that lay before us, that our union believe will end in tragedy. Suspend these processes completely in the name of safety first and sit round a table and talk

However, I am also sure, that whatever you find the reality of the situation that you and your colleagues are facing, is that we are informing you, in as emphatic a way as is possible that you have implemented a process, that has casualised a safe system of work, allowing human error to creep in at every level without correct checks and balances that are necessary for us to be safe at work. We are informing you that inadequate briefings are being carried out that are no mitigation for formal training and are wholly inadequate for staff to know what they should be doing and allowing the knowledge and confidence that others are doing their job properly too.

We all have our stories and mine is no different to many insofar as we have all lost friends and colleagues to accidents that are as avoidable as they are tragic. The common factor is usually not the major element or major failure of process but the build up of small acts and omissions that coincide to form a pathway of inevitable consequence. The decision is yours, the consequence will fall on us

That remains the reason we are in dispute, because people like me have sworn to our members that we will shed tears, toil and sweat on their behalves, but will not stand idly by when we truly believe they are in serious and imminent danger. We will therefore oppose this process, not through political motivation, not for benefit or gain, but through fear that the decisions you make are wrong and that we will pay the price.

Regards Paul J….”

Posted on

March to Kill the Housing Bill housing demo

March to Kill the Housing Bill housing demo

January 30th

Start from Imperial War Museum 12pm ( SE1 6HZ)

March to Cameron’s publicly funded home in Downing Street for 2pm

The Housing Bill marks the end of social housing

The end of secure lifetime tenancies. Council tenancies will be for 2 to 5 years with no right to pass it on to your children. Landlords will have access to tenant’s personal income information and if households start to earn over £40,000 (a couple on the living wage) they will be hit with a PAY-TO-STAY TAX for the difference between their social rent and the market rent – in Waterloo that would be an average of £26,000.
Local authorities will be forced to sell ‘high value’ properties whenever they come vacant – what flat in London is not high value? Housing association tenants will get the right to buy, so reducing stock further
Private renters and travellers will have reduced housing rights. The Bill increases the eviction powers of landlords.
Developers will have to build ‘starter homes’ for sale instead of ‘affordable’ homes for rent. Starter homes will be worth up to £450,000 and sold at a 20% discount – but only to people with enough money to get that kind of a mortgage!

More information & comment

http://www.mirror.co.uk/news/uk-news/how-david-cameron-plans-destroy-7167743

http://www.independent.co.uk/voices/the-housing-and-planning-bill-reveals-how-little-tory-mps-think-of-the-public-a6809951.html

http://www.huffingtonpost.co.uk/john-healey/housing-bill_b_8959910.html

http://www.theguardian.com/society/2016/jan/12/tory-bill-council-houses-labour

http://www.theguardian.com/commentisfree/2016/jan/05/rob-poor-give-rich-housing-policy-2016

https://architectsforsocialhousing.wordpress.com/2015/12/17/the-end-of-social-housing/

Posted on

RMT Events 2016

Monday 11th January 2016

 

Circular No. National Policy NP/07/16/BO

 

To the Secretary all Branches,

Council of Executive members,

Regional Councils and Regional Offices.

 

Dear Colleagues,

 

CLAIM THE DATE FOR ALL THESE FANTASTIC EVENTS

 

RMT members, as well as friends and family, are invited to attend and join a number of social and commemorative events this Summer. The 14th Annual RMT Cuba Garden Party, the Durham Miners’ Gala, the Tolpuddle Martyrs Festival and the Burston Strike School Rally are all chances to celebrate RMT and other unions’ history and recommit to preserving and extending our legacy:

The legendary RMT Cuba Garden Party on Wednesday 15th June – Celebrate the achievements of the Cuban Revolution with music, special guest speakers, food and drink. Tickets to go on sale soon. From 19.00 pm at Maritime House, Clapham, London.

 

Durham Miners’ Gala – from 8:30am on Saturday 9th  July
Marching from the Market Place to the Racecourse, with the Big Meeting taking place at the Racecourse from 12:15 – including addresses from a number of key speakers.
Tolpuddle Martyrs Festival – in Dorset over the weekend of Friday 15th to Sunday 17th  July. Includes commemorative events, music (including marching bands), kids’ activities and speakers – with the main march and rally taking place on the Sunday. Nearest train stations are Dorchester and Dorchester South (both to the West of Bournemouth)
Burston Strike School Rally – in Norfolk on Sunday 4th September
Help celebrate the longest running strike in history – there will be music (including a marching band) and speakers.
Nearest train station is Diss (to the South of Norwich)

Further information will be sent out nearer the time but please let people know of these dates now.
Yours sincerely,

 

Mick Cash

General Secretary

 

Posted on

Women's Advisory Committee

The LUEngineering Branch passed the below resolution last night to raise all our members consciousness of the work of our advisory committee:

Resolution: Women’s Advisory Committee

This branch asks the Regional Council to support the following resolution

This Region believes that some Women in the RMT are not aware that there is a Women’s Advisory Committee. In order to maximise our reputation (as with the badge that we sent out to all Women) we ask the NEC to support RMT women activism by
1. To send out a copy of the Women’s Charter
2.  Send out a short explanatory letter making Women aware that their views can be shared through their Branch and also through the Women’s Advisory.
3. Encourage Women to send articles about their experiences to the RMT Equality Officer, Jess Webb, that can be edited to appear in the RMT News and/ or Equality Newsletters

 

Posted on

Latest LUL Circular

 

OFFICIAL CIRCULAR

 

TO ALL BRANCHES AND REPRESENTATIVES

ALL UNDERGROUND AND FORMER LT EMPLOYERS

 

 

23rd December 2015                                                                Circular No IR/321/15

 

Dear Colleagues,

 

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

 

Further to my previous Circular (IR/299/15, 4th December 2015) there remains a number of areas of concern over London Underground’s Fit for the Future Stations (FFFS) proposals and the Lead Officer has written to LUL seeking assurances that there will be no imposition of a new framework agreement, that staff will not be forced to sign new contracts and that rosters will not be imposed. At the time of writing we have not yet received a response from LUL.

 

The General Grades Committee has noted the correspondence on file and as a result, has taken the decision to call on all RMT Station Grades to take part in the industrial action detailed below.

 

  • NOT TO WORK ANY OVERTIME from 05:30 hours on Sunday 3rd January 2016 until further notice.

 

Also, members are instructed to refuse to sign any contract or letter regarding working hours or agreements (with the exception of members on Fixed Term Contracts who should sign permanent contracts).

 

I urge all members to make sure this overtime ban is solidly supported to apply pressure to the Company and to demonstrate loud and clear that there is so much more to resolve on stations specifically. I will of course keep you advised of all further developments.

 

BREAKDOWN IN INDUSTRIAL RELATIONS – KEOLIS AMEY DOCKLANDS (DLR/14/2)

 

Further to my previous Circular (IR/299/15, 4th December 2015) the negotiating team has held further discussions and negotiations with the Company and these have resulted in some movement from the Company on a number of key issues. These include a commitment to review a number of specific cases; the risk assessment for the use of Managers to cover the CRT has finally been provided and is being reviewed; a review of staffing in the Stores department has been completed and an additional new post has been created.

 

As a result of the above and the commitments already given by KAD on the use of agency staff and the on-going positive discussions regarding a new attendance procedure and machinery of negotiation, the negotiating team recommended that the first two rounds of strike action called are suspended to recognise that progress has been made but also to make sure that these productive discussions continue until all matters are fully resolved.

 

This matter was discussed at a DLR Branch meeting on Friday 18th December and having considered the correspondence on file, the General Grades Committee has taken the decision to suspend the strike action due to commence on Monday 11th January and Wednesday 13th January 2016 – ALL MEMBERS SHOULD THEREFORE BOOK ON AS NORMAL ON THESE DATES.

 

The other strike action dates, now starting from Monday 8th February 2016, still remain in place and I will keep you informed of all further developments.

 

RATES OF PAY & CONDITIONS OF SERVICE 2015 – INTERSERVE FACILITIES (KEOLIS AMEY DOCKLANDS CONTRACT) (DLR/0001/I(KAD))

 

Further to my previous Circular (IR/243/15, 13th October 2015) the RMT negotiating team met the Company on Tuesday 22nd December and a revised and improved offer was received which includes a payment to address the pay differentials, certain tasks to be performed by Security staff and a commitment from the Company to continue talks with RMT into 2016 to discuss any other matters of concern.

 

Make no mistake that this movement from the Company is in response to the resolve, determination and unity shown by members throughout this dispute which has made the Company see sense and take steps towards resolving this issue. As a result, the General Grades Committee has taken the decision to SUSPEND ALL INDUSTRIAL ACTION and all members are therefore instructed to work as normal. The Company has also been informed that all industrial action is suspended.

 

The offer will be discussed at the next DLR Branch meeting and the GGC has noted that following this meeting it may be possible to resolve this dispute. I will keep you advised of all further developments.

 

I also wish to take this opportunity to thank all Interserve (KAD) members, our DLR Branch leadership and the Lead Officer for all their hard work and dedication to reach this position.

 

RATES OF PAY & CONDITIONS OF SERVICE 2015 – TUBE LINES AP JNP (LUL/0001/TL)

 

Further to my previous Circular (IR/276/15, 12th November 2015), members will recall the previous GGC Decision to obtain a report on how negotiations are proceeding and also to update the GGC and membership on what stage we are at with our dispute with Tube Lines. A number of TLL Company Council meetings have since taken place discuss Pay including PRP, Pensions and Night Tube  and the Company again presented the same offer as the one made by LUL, which is as follows:-

 

Pay – 4 year settlement from 1st April 2015 to 31st March 2019

 

  • A 2% average increase for staff covered by collective bargaining, effective 1st April 2015. This is made up of 1% (equivalent to RPI) pay increase on base pay for 2015, plus a consolidated flat rate increase of £500 to recognise the transformation to a 24 hour passenger service operation – Night Tube
  • An increase of RPI or 1% (whichever is greater), effective from 1st April 2016
  • An increase of RPI or 1% (whichever is greater), effective from 1st April 2017
  • An increase of RPI + 0.25%, effective from 1st April 2018

 

Night Tube

 

  • A £500 non-consolidated launch payment to all working on Night Tube. This will be applied to all AP JNP staff covered by collective bargaining.
  • It should be noted that Night Tube Operation will impact on all of our lines and therefore some of our staff will be required to work alternative rosters to enable the business to maintain the infrastructure.

 

At a mass meeting of Tube Lines Reps held last week at Unity house, this offer was unanimously rejected and the General Grades Committee has taken the decision to ballot our Tube Lines members for strike action and action short of strike action.

 

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

 

HEAVY OVERHAUL PROGRAMME LIFT (HOPL), CENTRAL LINE – LONDON UNDERGROUND (LUL/15/4)

 

A proposal was recently received from LUL which has been produced following a series of discussions and negotiations at Fleet Functional Council. It covers those members currently employed on fixed term contracts in Train Maintainer (TM) and Advanced Train Maintainer (ATM) grades on the Central Line Heavy Overhaul Programme Lift (HOPL) Project.

 

The proposals will give the opportunity to transfer 47 fixed term contracts into permanent contracts, all current LU terms and conditions will be applied and the staff will move into the TfL final salary pension scheme.

 

The General Grades Committee has considered this matter and taken the decision to inform the Company of our acceptance of the proposals. I am currently acting in accordance with this decision.

 

RATES OF PAY & CONDITIONS OF SERVICE 2015 – ALSTOM METRO TRAINS (LUL/0001/AMT)

 

In line with Union policy, a claim was submitted for a substantial increase in rates of pay and improvements to conditions of service. Following discussions with the Company, the final offer which was received is as follows:-

 

  • A 2% pay increase, backdated to 1st April 2015.
  • A £50 increase to travel costs.

 

Having consulted with affected members, the Lead Officer recommended acceptance of the offer and the General Grades Committee has now taken the decision to inform the Company of our acceptance of the offer. I am currently acting in accordance with the above decision and have asked that the increase, along with backdated monies, is paid to members at the earliest opportunity.

 

Yours sincerely

Mick Cash

General Secretary

Posted on

What a representative should be doing

What a representative should be doing

 

ALL Representatives will:

  1. EQUALITY IS ALL REPS FIRST AND MOST IMPORTANT PRIORITY
  2. All reps should be trained and use that training to support their role and their members
  3. All reps are expected to take part in Branch recruitment and retention programs.
  4. Use the Labour Research Books if made available to you
  5. Remain accountable to your members
  6. Have regular Branch Correspondence/ Communication with the Branch.
  7. Local Reps MUST forward their work details (such as staff lists, depot and office locations) to the Membership Secretary for recruitment and retention reasons on a minimum of quarterly or in the event of major changes basis. This is vital to overview our recruitment.
  8. Help produce local newsletter/ update for their members and branch

 

Level 2 Reps will:

  1. Give a report to the Branch on a three monthly basis on their activities.
  2. It is stressed that the Branch Report back is an essential part of Level 2
  3. Feedback Minutes and information for the local level reps
  4. Support and assist Local Level Reps
  5. Engage with their employer to make sure a fair recruitment process takes place and actively supports recruitment of under-represented groups in the workplace.

 

Branch Attendance

 

  1. All reps are expected to attend the Branch at least once a quarter and apologies given to the Branch Secretary if they unable to be present at a meeting. Apologies will only be included in the minutes by the branch if acceptable reasons are given.
  2. Reps without the minimum attendance levels will not be allowed to stand for re-election at the AGM and will have to report to the branch.
  3. Any rep not present at the Branch for six months will be contacted to explore reasons for non-attendance. The Branch will offer to assist in any way practicable so that reps have every opportunity to attend.
  4. Failure to further attend future meetings will result in the Branch deciding whether to remove the individual as a representative
  5. There is a difference between being unable to attend and ‘cannot be bothered’.
  6. The branch is prepared to look at all means, including technological to assist

 What reps should do

Posted on

What the Branch Executive and Officers are expected to do?

What the Branch Executive and Officers are expected to do

 

Branch Officials

 

All Branch Officials will carry out duties as defined within the Union Rule Book.

The Branch Secretary, Branch Chair and Treasurer may not hold two positions within the Branch.

 

Each officer is a member of the branch executive and will have authorisation rights for the branch website.

 

The following are summaries of the roles and responsibilities:

 

Branch Secretary will:

  1. Forward the branch agenda
  2. Circulate minutes to those that attended that specific Branch and also forward an amended version for general circulation as soon as the Branch agrees them as being true.
  3. The Branch Secretary will maintain and distribute contact details for all reps and officials within the Branch.
  4. Complete Members claims paperwork
  5. Maintain the branch book
  6. Organise and oversee the running of the branch
  7. Ensure that branch decisions are enacted
  8. Arrange training for the Rep
  9. Ensure branch expenses are paid
  10. Oversee the Branch Website and Communications
  11. Notify Unity House of changes to representation

 

Assistant Branch Secretary will:

  1. Assist the Branch Secretary
  2. Organise the Branch Executive dates and minutes/ agenda
  3. Attend branch meetings in the absence of the Secretary.
  4. will keep a log of all resolutions and outstanding branch issues
  5. Will audit Branch Attendance
  6. Will reports and updates where necessary.

 

Branch Chair will:

  1. Will conduct Branch meetings in an orderly manner and to the Rule Book
  2. Sign the branch minutes if true
  3. Sign associated paperwork for Unity House

 

Assistant Branch Chair will:

  1. They will stand in as Chair in their absence

.

Membership Secretary will:

  1. Will give an update to each and every branch meeting on the state of recruitment.
  2. They will maintain the branch membership and list of representative details.
  3. They will be assisted by the local reps and if that assistance is not forthcoming will report it to the branch.
  4. They will distribute and report on leavers and joiners on a bi-monthly basis and highlight any areas of membership concern.
  5. They will draw up a quarterly report on the equality breakdown of the branch which they will compile from the staff list and information that MUST be provided by each representative throughout the year.

 

Treasurer will:

  1. Oversee the finances of the Branch and also collect and maintain receipts.(along with the Branch Secretary)
  2. They will oversee audits of the Branch funds twice yearly in conjunction with the auditors.
  3. They will give a report on the finances of the Branch after each audit.
  4. They will hold the branch cheque book/ electronic payments and assist the secretary to oversee the branch finances
  5. They will authorise payments if correct and legitimate

 

Equality Officer will:

  1. Update the Branch on any changes to Equality Law and promote the role of equal opportunities within the Branch.
  2. They will report on the membership breakdown of the branch on a six monthly basis and come up with a plan to address any areas of under representation.
  3. They will organise one main event once per year and quarterly updates for the Branch website/ newsletter.

 

Health and Safety Officer will:

  1. Update the Branch on any changes to health and safety law and promote the role of health and safety within the Branch.
  2. They will report on all health and safety issues relevant to the branch come up with a plan to address any areas of concern.
  3. They will organise one main event once per year and quarterly updates for the Branch website/ newsletter.

 

Political Officer will:

  1. update the Branch on any political changes and promote the political nature of trade unionism within the Branch.
  2. They will organise one main event once per year and quarterly updates for the Branch website/ newsletter.

 

Young Person’s Officer will:

  1. Promote the role young people within the Branch and strive to get more young people active in trade union activities.
  2. They will organise one main event once per year and quarterly updates for the Branch website/ newsletter.

 

Vulnerable Workers Officer will:

  1. Promote the issues regarding vulnerable workers within the Branch and strive to get more people active in trade union activities.
  2. They will report on all vulnerable worker issues relevant to the branch come up with a plan to address any areas of concern.
  3. They will also look after Track Worker Contractors.
  4. They will organise one main event once per year and quarterly updates for the Branch website/ newsletter.

 

Auditors will assist the Treasurer to audit the branch finances on a half yearly basis.

 

Branch Executive

 

An executive of the Branch will meet an hour before the second Branch Meeting of each month.

 

It will consist of all officers of the Branch.

 

Two lay members will be elected by the Branch to also sit on the executive.

 

Such meetings to be arranged by the Assistant Secretary and an agenda produced based on the below

 

Branch Lay Members:

 

The branch will elect two persons to act as lay members of the branch executive with full voting rights.

 

Where possible the branch will elect further lay representatives in the following proportions specifically with the mandate to push and promote equality in the branch: 2 Women Members, 2 Vulnerable Worker Members, 2 BEM members, 2 Disabled Members, 2 Young Members and 2 LGBT Members.

 

 

The Branch Executive will:

  1. Review the branch on a monthly basis to address any failings and learn from any successes.
  2. Produce detailed plans/ propaganda will be formulated to attack priority areas of retention and recruitment
  3. Quarterly reports on membership will be given to the Regional Organiser
  4. The branch Vulnerable Workers, Young Members and Equality Officers will be responsible for ensuring that this remains the branch top priority to develop participation and representation for these members
  5. Training Courses on “Recruitment of all Grades” will be designed by the executive and ensure attendance by all reps within the next 12 months.
  6. Arrange for surveys to be carried out of targeted branch members such as Females to see what they want from their union and how we can encourage greater participation and recruitment
  7. Attend a regional council or regional council executive at least four times a year.
  8. Produce a Newsletter for the Branch
  9. Its role will be to oversee the day to day running of the Branch.
  10. This will include making sure that Branch decisions, recruitment plans, and resolutions and business have been undertaken correctly.
  11. It is there, in effect, to make sure that the branch and its officers are functioning properly and effectively.
  12. The executive will report back to the Branch.
  13. It will also oversee the AGM and produce the agenda and electoral lists for that meeting.
  14. Each January the Branch Executive will meet to set the targets and roles and responsibilities for the coming year for each Branch Officer. This will incorporate any targets set in the Branch recruitment plan
  15. Ensure existing reps are joined to the LRD for a year to update books. All young/ vulnerable workers/ female/ BEM reps to receive booklets
  16. Ensure Phone/ Email lists were produced for distribution and organizational purposes that are regularly updated
  17. Target areas with rep vacancies with mail shots to the members asking for volunteers


 What Branch Officials should do

 

Posted on

How to raise a grievance

Grievances:

 A grievance is just a term used to describe a complaint that you want to lodge. It can be about any issues from unpaid overtime to severe bullying and harassment.

Your company is legally obliged to care for you under the following legislation:

  • Health and Safety: Your company has a duty of care to ensure that you are safe at work. That can be from obvious risks such as a moving train, or less obvious such as stress. See Health and Safety at Work Act 1974 & Managing Health and Safety at Work Regulations 1999 (amongst others)
  • Workplace Bullying and Harassment: Everyone has the right to be treated equally at work, without prejudice for having a protected characteristic such as Race, Sex, Sexual Orientation, Age, Religion etc. See Equality Act 2010 (amongst others)

 Why should I take a grievance?

A complaint should be raised informally first (if this is possible). If this does not work then the next step is to raise a formal complaint in writing. If this is difficult for you to do then your union rep can assist you to structure your complaint. The reality is that you are likely to be taking a grievance because you feel that there is no other choice.

Most issues should just be dealt with by an employer. Often they are not and resorting to a formal process is required.

Remember:

  • It is not wrong to actually stand up for your rights and complain if something is wrong or is not dealt with properly. Why should your company get away with it?
  • There is some legal protection should you raise certain issues such as Health and Safety under the Whistle Blowers Act, Discrimination etc
  • The HR department ARE NOT your friends – they’re only there to mitigate your employer’s liability!
  • Always take a union Representative with you. The union also have specially trained Harassment Reps that can help

 Preparation: 

  1. Gather Evidence: The type of evidence depends on the nature of your grievance. However some examples are: acquiring witness statements from workplace colleagues, collecting emails and keeping them safe, any medical evidence, work place risk assessments etc.
  2. Policies and Procedures: acquire and review your employer’s policies and procedures prior to lodging a grievance letter. Then read them so that you understand the terms used to describe certain acts such as bullying, and the process that needs to be followed, including appeals.
  3. Data Protection Act: You may be able to use the data protection act to obtain your personal data that is help by the company. This data could be written notes, emails, paper files etc. To obtain this information, you can lodge a click it>> Generic Subject Access Request Form
  4. Notes and Diary: Documenting a case, especially one that is over a long time is vital. Keeping a diary will help as a memory aid and can be used to show contemporary reporting of issues to assist your case.
  5. Time Lines: If appropriate, try to write a time line of events to show how you’ve been treated. This can be very simply written. Just Date and short description of the event

What to put in your grievance letter

  • A grievance should have three main sections: introduction/ complaint/ what outcome that you want
  • It should be to the point. You are not writing ‘war and peace’ but succinctly describing an issue and/ or event
  • Bullet Points often help
  • It needs to be clear so that it is understood

Details of how to write a grievance: 

  1. Put your name, grade, location, contact details and date
  2. The name of the person the grievance is going too i.e. line manager (as per your local grievance procedure)
  3. If the complaint is about your manager, send it to their manager

 Introduction Section: 

  1. Write a basic introduction about your complaint.
  2. For example ‘I would like to raise a formal complaint under the grievance procedure. I feel that I have been badly treated and the company have failed to deal with my complaint informally’
  3. It should include any dates for a hearing that you cannot do, for example if on leave etc
  4. Be explicit. If the case is race discrimination state it. ‘I would like to raise a complaint of Race Discrimination’ etc

Complaint/ Main Section

  1. Clearly set out the facts of your complaint.
  2. Explain what the complaint is about and include all relevant information such as dates of events/ short description of the event/ any witnesses (including grades if necessary to identify them) and where the matter happened
  3. It is often helpful to put events in date order by which they happened. If you do not know the exact date, then try to generalise such as early January etc

Outcome Section 

  1. Write what outcome you wish to gain from the grievance.
  2. For example, it may be payment for missing overtime, an end to bullying, or training. Be specific on this. If you do not know what outcome you want, then you are unlikely to be satisfied with the outcome you eventually receive.
  3. Try to have reasonable expectations. Asking to be promoted to CEO is unlikely to work. Full payment for money that you are owed/ respect at work etc is reasonable.

Delays:

  • Delays are your enemy
  • Any complaint must be referred to the Acas Early Conciliation (https://ec.acas.org.uk/) prior to going to an Employment Tribunal. This MUST be done within three months minus a day from when the last incident occurred i.e. if sacked on the 2nd January, a referral to Acas must be done before 1st April
  • You must allow time for the employer to resolve the matter BUT not at the expense of the case going out of time
  • Should a case potentially come under the authority of an Employment Tribunal or Court, then obtain an click it>> L2-June 2014, plus legal-form-guidelines and repayment-of-fees as soon as possible and send these back to Unity House

Example Letter 1

Example Letter 2

Example Time Line

Other additional helpful documents

Subject_Access_Request_Form LUL

Discipline-and-grievances-Acas-guide3

Posted on

Long Service Awards

The Branch will be welcoming members due a long service award on Friday 4th of December at the Savoy Tup. If you are due a 10/ 25 or 40 badge, then you would have been contacted earlier in the year pending the venue being confirmed. If you were unaware, contact your local rep for help.

The awards themselves will be posted out on Monday

Posted on

RMT MEETINGS & CONFERENCES 2016

MEETINGS & CONFERENCES 2016

 

Statutory Meetings of the National Executive Committee Unity House

Weeks commencing – March; June; September and December (tbc)

 

February

Signalling Grades Conference                                                                        20th – 21st                    Perth

RMT National Health & Safety Conference                                      24th                              Doncaster

RMT Young Members’ Conference                                                   26th – 27th                    Canterbury

Catering & Hotel Grades Conference                                               27th                              Weymouth

 

March

RMT National Women’s Conference                                                 4th – 5th (tbc)              Scarborough (tbc)

BTUC Women’s Conference                                                              9th – 11th                    London

Supervisory Grades Conference                                                        12th – 13th                   Great Yarmouth

RMT Black & Ethnic Minority Members Conference                                    21st – 22nd (tbc)            Manchester (tbc)

RMT National Education Conference                                               23rd (tbc)                      Doncaster

 

April

Busworkers’ Conference                                                                    8th                              Torquay

BTUC Young Workers’ Conference                                                   9th – 10th                   London

Traincrew & Shunters Grades Conference                                        14th – 16th                    Liverpool

BTUC Black Workers’ Conference                                                   15th – 17th                    London

Scottish TUC                                                                                      18th – 20th                    Dundee

RMT Retired Members’ Conference                                                 21st                              Doncaster

Engineering Grades Conference                                                        21st – 22nd                    Brighton

Station Staff & Associated Grades Conference                                  22nd – 23rd                   Warwick

Road Freight Grades Conference                                                      23rd                              Portsmouth

 

May

RMT BGM (Shipping & Docks)                                                          11th – 13th                    Dover

RMT National LGBT Members’ Conference                                                13th – 14th (tbc)            Nottingham (tbc)

RMT BGM (Offshore)                                                                                    18th – 19th                    Aberdeen

BTUC Disabled Workers Conference                                              19th – 20th                    London

Wales TUC Biennial Conference                                                      24th – 26th                    Llandudno

 

June
RMT National Conference of Branch &
Regional Council Secretaries                                                               5th – 6th                      Gloucester

BTUC LGBT Conference                                                                   23rd – 24th                    London
RMT Annual General Meeting                                                           26th –   1st                    Cardiff

September
BTUC                                                                                                  11th – 14th                    Brighton
—————–

RMT Disabled Workers Conference                                                      tbc                               tbc

RELATED NEWS

Archives