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RMT Circular

Dear Colleagues,

 

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

 

Further to my previous Circular (IR/107/15, 23rd April 2015), the ballot has concluded and the result is as follows:-

 

Question: Are you prepared to take strike action?

 

Total Votes Cast                  398

Number Voting ‘Yes’             337

Number Voting ‘No’              61

Spoilt Papers                       0

 

The General Grades Committee is currently considering this result and I shall advise Branches of its decision in due course.

 

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

 

Further to my previous Circular (IR/107/15, 23rd April 2015), the ballot has concluded and the result is as follows:-

 

Question: Are you prepared to take strike action?

 

Total Votes Cast                  58

Number Voting ‘Yes’             51

Number Voting ‘No’              7

Spoilt Papers                       0

 

The General Grades Committee is currently considering this result and I shall advise Branches of its decision in due course.

 

RATES OF PAY & CONDITIONS OF SERVICE 2015 – LONDON UNDERGROUND (LUL/0001)

 

Further to my previous Circular (IR/107/15, 23rd April 2015), the following resolution was received from the London Transport Regional Council:-

 

“This region condemns London Underground for their naked attempt to divide the tube’s workforce by making different pay offers according to grade. LU’s claim that some grades are not impacted as much by night-tube has been made in spite of overwhelming evidence to the contrary  and represents nothing more than a cynical attempt to break the unity of RMT members across trains, stations and engineering grades.

 

LU’s offer remains a below inflation pay rise with derisory one-off payments in return for delivering night-tube. This is wholly unacceptable to our union.

 

This comes on top of fit for the future, which as it stands will leave our stations chronically understaffed and many members in unacceptable grades or locations. 

 

We applaud every member who took strike action over LU’s austerity cuts and we endorse the negotiating position of our union. Our strike action has won important shifts in LU’s position including a guarantee that no member would lose their substantive salary.

 

However, it is clear that LU’s proposals remain unacceptable in relation to both pay and austerity cuts. At the present time these include:

 

  • Below inflation pay offer
  • Demand for complete implementation of night tube tied to a no strike clause. This would include our acceptance of new rosters across functions accepting sharp increases in night and weekend working.
  • 900 job cuts on LU stations
  • Displacement of around 1500 station grades with many sent to unacceptable new locations.

 

In order to resolve these issues we will have to take significant strike action.

 

We are at our strongest when all grades are united. It would be preferable to take all grades action in order to fight on the key issues we face. We have to take account of the different mood of members in different functions. LU has pursued a deliberate strategy of imposing austerity on stations ahead of other areas and it is understandable that some members are not yet convinced of the need for immediate strikes.

 

RMT must seek to convince members that all grades action is required to ensure that night tube does not result in unacceptable rosters with more weekend and night working and to win a fair pay settlement. RMT should fight on these issues at the same time as the additional issues facing stations.

 

It may be necessary to take separate industrial action, either strikes or action short of strikes, on stations in response to LU’s fit for the future programme. In particular, LU’s continuing failure to restore significant numbers of jobs to our stations is a crucial issue, alongside issues relating to rosters and location.

 

Additionally, RMT will continue to campaign amongst passengers and the wider public against ticket office closures and job cuts on the tube.

 

The LTRC will produce regular propaganda in support of this fight. The GGC should convene reps meetings as necessary to ensure the involvement of reps in the development of our strategy.”

 

The Lead Officer and Senior Reps have attended two further meetings regarding this matter but no new offer was made and a mass meeting of members has taken place where this matter was discussed. The General Grades Committee has taken the decision to prepare an all grades ballot matrix of London Underground members as a matter of urgency. I am currently acting in accordance with this decision and would be grateful if Branches could ensure that all members’ details are correct.

 

TRANSFER POLICY – LONDON UNDERGROUND (LUL/16/2)

 

Further to my previous Circular (IR/70/15, 12th March 2015), this matter was raised at a Stations Functional Council meeting where a failure to agree was recorded over the Company refusing to honour its transfer procedure for station staff and I am currently seeking legal advice as to whether LUL’s action constitutes a breach of members’ contracts of employment.

 

A further resolution has been received from the London Transport Regional Council regarding LUL’s practice of employing CSA’s on fixed term contracts rather than moving these colleagues onto permanent CSA1 grade positions. Our Union has a history of opposing this type of contract and we should continue this tradition. The Branch calls for action including making a case for transferring members into permanent CSA1 positions and requiring a timetable for this to happen, producing literature about the issue and being prepared to take industrial action.

 

I will keep Branches advised of all further developments.

 

RAINBOW ATTENDANCE POLICY – LONDON UNDERGROUND (LUL/5/9)

 

Further to my previous Circular (IR/100/15, 16th April 2015), a resolution regarding this matter has been received from the London Transport Regional Council, which notes the recent dismissal of Noel Roberts whilst fit and at work. This amounts to a capability/rainbow dismissal which is not a recognised nor agreed procedure with our Union and leaves all LUL members vulnerable to being sacked whilst fit and at work.

 

This matter has been considered by the General Grades Committee, which has taken the decision to reiterate our position to LUL that we are opposed to the capability/rainbow disciplinaries and dismissals and to seek advice over the legality of members being sent to Occupational Health, which is perceived to be part of the disciplinary and dismissal procedure.

 

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

 

RE-GRADING OF WATERLOO & CITY LINE SERVICE CONTROL STAFF – LONDON UNDERGROUND (LUL/2/2)

 

Further to my previous Circular (IR/340/14, 19th December 2015), members will recall that the industrial action was suspended to allow for further discussions to take place and to explore a way forward that would meet our claim for Service Controller’s to be paid the SCL1 for the job.

 

Unfortunately, these talks failed to make satisfactory progress on the issue and this matter has been considered by the General Grades Committee, which has taken the decision to organise a meeting of all affected members as soon as possible. I am currently acting in accordance with this decision and will keep Branches advised of all further developments.

 

Yours sincerely

Mick Cash

General Secretary

 

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TRANSFER OF EMPLOYEE RELATIONS TEAM FROM LUL TO TFL

PROPOSED TRANSFER OF EMPLOYEE RELATIONS TEAM FROM LUL TO TFL (LUL/15/10)

 

A proposal was received to transfer the Employee Relations Team from LUL to TfL to bring these members under the same employer as the rest of the HR department. Following an initial consultation meeting, the Company confirmed that this transfer will be dealt with under TUPE but, for the purposes of Collective Bargaining the TfL Framework for Consultation and Collective Bargaining will apply and affected members will be incorporated into LCG3 represented by TSSA and Unite Unions.

 

This matter was considered by the General Grades Committee and I have now written to the Company to advise that it is unacceptable that RMT will lose recognition rights for our members in the Employee Relations Team. I will keep Branches advised of all further developments.

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Picketing Guidelines

Dear Colleagues

 

  • Picketing Guidelines
  • The Right to Demonstrate Guidelines
  • Picket Armbands
  • Picket Posters
  • Leaflets and Stickers

 

With the up-coming Network Rail strike imminent I thought it would send Branches, Regional Offices and Regional Councils a copy of the Picketing Guidelines and The Right to Demonstrate Guidelines and these are attached. I would be obliged if these could be printed off and distributed as necessary.

 

The communications department are in the process of sending Branches with Network Rail members a number of picket armbands, picket posters together with leaflets and stickers that can be handed out to the public. Should you require any addition armbands, posters, etc., please contact your Regional Office.

 

Yours sincerely,

 

 Mick Cash

 

PICKETING AND DEMONSTRATIONS amended 14 5 15

RMT THE RIGHT TO DEMONSTRATE

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RMT confirms strike dates and overtime ban in Network Rail pay and jobs dispute

RMT confirms strike dates and overtime ban in Network Rail pay and jobs dispute

 

The largest rail union, RMT, today confirmed that members will be taking strike action and action short of a strike from Monday 25th May in the current dispute over pay and jobs at Network Rail. The impact of the action will build up over the Monday the 25th and will be in full effect by the start of the Tuesday, the 26th May.

RMT’s executive has decided;

‘That noting the failure of Network Rail to offer any further negotiations and the overwhelming support of our members for industrial action in support of our campaign for job security and improved pay, the General Secretary is to instruct our members to take the following action in what is the start of a rolling campaign of industrial action ;

* To take action short of strike by not working any overtime or additional hours or any extended shifts and by not undertaking any call-outs for 48 hours between 0001 hours on 25/05/2015 and 2359 hours on 26/05/2015

* To take 24 hours of strike action by not booking on for duty on any shift from 1700 hours on 25/05/2015 until 1659 hours on 26/05/2015″

NR members voted this week by 80% for strike action on a 60% turn out and by 92% for action short of strike action.

RMT has rejected the latest NR pay proposals as falling well short of what is required to maintain the living standards, the job security and the working conditions for nearly 16,000 staff across NR operations and maintenance.‎

The current pay package proposals which RMT has put into dispute are summarised as follows.

  • 2015 – A £500 non-consolidated lump sum payment.
  • 2016, 2017, 2018 – An RPI level of inflation increase in pay would be applied for each year.
  • The “No Compulsory Redundancy” commitment would be extended until 31st December 2016.

RMT General Secretary Mick Cash said:

“Our members have decisively rejected the pay package offered by Network Rail and the failure of the company to make any moves whatsoever in light of the overwhelming vote in the ballot has left us with no option but to move to a rolling programme of industrial action.

“We have a massive mandate for action which shows the anger of safety-critical staff across the rail network at attacks on their standards of living and their job security. It is appalling that NR are refusing point blank to take this dispute seriously, to understand the deep-seated grievance felt by their staff and to come forward with a renewed offer which protects pay, jobs and safety.

“We have made it clear that as far as RMT Is concerned the one off, non-consolidated, lump-sum payment this year is wholly inadequate and fails to recognise the massive pressures staff are working under to keep services running safely at a time when the company is generating profits of £1 billion. It is our members battling to keep Britain moving around the clock and they deserve a fair share from Network Rail for their incredible efforts.

“In addition, we are extremely concerned that the “No Compulsory Redundancy” commitment only applies to the first two years of the four year deal.

“RMT is in no doubt that this leaves Operations and Maintenance members extremely vulnerable, especially with the continued development of Rail Operating Centres and the on-going cuts programme at Network Rail.

“Our rail staff deserve a fair reward for the high-pressure, safety-critical work that they undertake day and night and the last thing that we need is a demoralised, burnt-out workforce living in fear for their futures and the message has come back loud and clear that that is exactly how they feel about the current offer from Network Rail.

“RMT remains available for talks and we hope that the company will appreciate the anger amongst staff at the current offer on pay and conditions from Network Rail and that they will agree to our call to come back to the table with an improved package. We expect rock solid support for this action and will be taking a new campaign to the public under the banner “OUR JOBS – YOUR SAFETY” as we build support for the fight to stop this attack on a workforce ‎whose core role is to deliver a safe railway to the British people.”

 

Ends

 

 

Further information

 

 

Note to editors.

Key points in the dispute;
* the non consolidated lump sum of £500 in year one does not represent a genuine pay offer which protects our ‎members standard of living. Pay uplifts should be consolidated and pensionable and should not be seen as one offs that do not impact on the long term pay baseline.

 

* job protection arrangements are dropped after year two of the deal. With the pressure for cuts as a result of current budget targets RMT sees the lifting of job protection as a real threat to our members security.

 

* at a time of massive pressure on rail services this is no time to threaten safety critical jobs and to undermine the morale of the workforce when they are working around the clock to keep Britain moving.

 

* NR is returning profits of £1 billion and the pay of NR executives, and the pay of the train company bosses who use the NR infrastructure, is soaring. The argument that there is no money to properly reward NR staff is wholly bogus.

 

* the unions have not rushed into this dispute. Negotiations have been on going for more than six months. The union side has made strenuous efforts to reach a negotiated settlement. Our members have been consulted throughout and the move to a ballot came when NR threw down the gauntlet and said that their offer was final.

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Tube Lines Travel, TUPE and Pensions Meeting

A formal meeting took place today, 15th May 2015 regarding the Network Rail travel and Tupe of tube lines staff into LUL and the entry of Tube Lines staff into the TfL Pension Scheme (for those not already in it)

Travel

We was given a draft email that is going to go to the staff imminently regarding how to claim the 75% discount on Netrowrk Rail yearly season tickets. It was confirmed this will go out very soon and the expectation is that it will only take a short time (few weeks) to administer all the claims. It was also confirmed that the discount will apply to staff that currently have a yearly season ticket even if 11 months old

TUPE

It was agreed that talks on the TUPE transfer of all Tube Lines staff into LUL will begin as soon as agreement on pensions is reached.

TfL Pension Scheme

Talks took place regarding the wording around the agreement to give entry of Tube Lines staff into the TfL Pension scheme and how it would be funded by technology driven changes such as the new signalling systems. The talks are very difficult and complex, however, we are getting closer and LUL have committed to sending a final draft of words for the agreement within the next two weeks. This will then be reviewed by all the reps from affected areas and placed before the union head office to agree or not.

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Campaign for Trade Union Freedom

To the Secretary all Branches,

Council of Executive members,

Regional Councils and Regional Offices

 

Wednesday 29th April 2015

 

 

Dear Colleagues,

 

Threat of more anti-unions laws – affiliate to Campaign for Trade Union Freedom

 

Following the general election, the prospect of even greater restrictions on the freedom of trade unions may be realised. For example, the Conservative Party manifesto proposes increasing anti-union legislation across the board but especially in a number of industries including transport. Their manifesto states:

 

“Strikes should only ever be the result of a clear, positive decision based on a ballot in which at least half the workforce has voted. This turnout threshold will be an important and fair step to rebalance the interests of employers, employees, the public and the rights of trade unions. We will, in addition, tackle the disproportionate impact of strikes in essential public services by introducing a tougher threshold in health, education, fire and transport. Industrial action in these essential services would require the support of at least 40 per cent of all those entitled to take part in strike ballots – as well as a majority of those who actually turn out to vote. We will also repeal nonsensical restrictions banning employers from hiring agency staff to provide essential cover during strikes; and ensure strikes cannot be called on the basis of ballots conducted years before. We will tackle intimidation of non-striking workers; legislate to ensure trade unions use a transparent opt-in process for union subscriptions; tighten the rules around taxpayer-funded paid ‘facility time’ for union representatives; and reform the role of the Certification Officer”.

 

If implemented this proposal would mean that in transport, if RMT balloted 10,000 members for strike action we would be required by law for 5,000 of members balloted to cast their vote and for 4,000 of those to vote in favour of action for the ballot to be valid. This would mean an 80% Yes vote would be required on a 50% turnout in every ballot.

 

Whatever the outcome of the election we will continue to fight against any attacks on trade union rights and to campaign for new freedoms. RMT is affiliated to the Campaign for Trade Union Freedom. If your branch or regional council is not yet affiliated I strongly encourage you to do so. Please visit http://www.tradeunionfreedom.co.uk/

 

Yours sincerely,

Mick Cash

General Secretary

 

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LGBT PRIDE EVENTS 2015

My ref: EO/16

29th April 2015

Circular No. NP/77/15

 

TO: THE SECRETARY

ALL BRANCHES & REGIONAL COUNCILS

 

Dear Colleague,

 

LGBT PRIDE EVENTS 2015

 

This year we wish to increase our presence at LGBT Pride events around the country.  Not only are Pride marches a time of celebration for our LGBT community, but are an opportunity to promote the union and our campaigns.  This year we will be taking the campaign for the nationalisation of the railways to the following Pride events:

 

Birmingham    23rd May

London            27th June

Brighton           1st August

Plymouth         8th August

Cardiff                         15th August

Glasgow          22nd August

 

Pride marches are family friendly events and all members, whatever sexuality or gender are welcome to join in.  I encourage branches and regions to take their banners and support our LGBT members.

 

Please do use the attached poster to advertise these events.  For any queries or to say you wish to take part, contact our Equal Opportunities Officer (j.webb@rmt.org.uk).

 

Yours sincerely,

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Young Person's AGM Course

 

 

 

ED/16/15

Circular No. NP/31/145

 

23RD February 2015

 

 

 

To: All Branches & Regional Councils, Regional Organisers.

 

 

 

Dear Colleague

 

Young Members’ Annual General Meeting Education Course 2015

 

In recent years the Union has organised a Young Members Education Course to run in parallel with the Unions ‘Parliament’ the Annual General Meeting which has proved highly successful. This year the Annual General Meeting takes place in Newcastle, and a similar education course for any of our young members to attend will be organised. To attend you should be a member of the RMT and aged 30 or less on the 20th June 2015, and not attended this event before.

 

The course will be begin with an informal Introductory Social gathering on the evening of Saturday 20th June 2015 so those attending should make their travel plans accordingly. The Course will begin in earnest in the early afternoon of Sunday 21st June to coincide with the opening of the Annual General Meeting which the ultimate decision is making body of the Union. Throughout the week the programme will look to help all the Young Members attending to understand both how this meeting works and how they can have an input in the coming years to help determine the policies and direction of our union. During the week there will be opportunities to meet face to face senior officials and Officers of the RMT, including the General Secretary and President as well as international guests of the Union. Also in the week ideas and practical plans will be discussed as to how we can help build an even bigger and stronger RMT for the future. Of course throughout the week there will be plenty of opportunity to enjoy the location and mix socially with those attending. The course will close early on the morning of Friday 26th June 2015 to enable those attending to travel home.

 

*A special request is also being made for those who may wish to seek selection for the General Secretary’s Football team due to play on the afternoon of Saturday 20th June 2015. If you are interested please indicate on your application form and if necessary accommodation will be provided for the night of the 19th June.

 

Your accommodation will be provided at the SleepZ, 15 Westgate Road, Newcastle, NE1 1SE, cost met by your union.

 

 

If you wish to attend this Annual General Meeting Education Course in Newcastle you should complete the attached application form and return to the National Education Officer at, RMT Education, 47-49 Thorne Road, Doncaster, South Yorks, DN1 2EX. The Union will meet the reasonable travel costs of those attending to and from Newcastle as well as all accommodation costs. If you are unable to secure Paid Time Off from your employer then the Union will meet this up to the agreed maximum rate. All applicants will receive guidance on the education expenses procedure with their application acknowledgement letter.

 

If you wish any further details of this course please contact the National Education Officer at: a.gilchrist@rmt.org.uk

 

 

Yours sincerely

Mick Cash

General Secretary

 

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LUL Substations Framework Agreement

Despite months of talks with LUL and awaiting a reply to the last RMT proposal, LUL have decided to threaten to impose a settlement on our members.

This is clear provocation and unacceptable to the RMT and the company will be sent a clear reply on our intentions, including Industrial Action if necessary

LUL Letter ref Power Framework

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Cuba Garden Party

 

Dear Colleagues

 

REMINDER: RMT / Cuba Solidarity Campaign 13th Garden Party: Wednesday 17th June 2015.

 

In association with the Cuba Solidarity Campaign the 13th RMT Annual Garden Party for Cuba will take place on Wednesday 17th June 2015 at Maritime House, Clapham, London, commencing 7.00pm.

 

Tickets are now available and are £15 each. This includes a free bar, buffet and music by the Alabama 3 and a Cuban band. As usual we will be joined by a number of distinguished guest speakers.

 

The Garden Party will provide a wonderful opportunity to show solidarity with Cuba with friends from across the Labour and Trade Union movement.

 

To order tickets if you are paying by card please call 0800 376 3706 or use the form attached.

 

I hope to be able to see you at the Garden Party on 17th June.

 

Yours sincerely,

Mick Cash

General Secretary

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AGS Hours Cut

The RMT have held talks with AGS regarding the cutting of hours. The following report was sent to the Union Head Office

“I met with AGS and discussed the following:

Hours: AGS stated that they notified staff that they wanted people to work their 8 hours. They stated they asked for volunteers to start earlier 9pm (ish) and clean on key stations. This was on an adhoc basis on not every night. 95 % said no. They are well aware that LUL staff work just 7 hours and people are job and knock. They have no intention to checl whereabouts at the end of the shift. They are willing to go back to 8 hours if people are willing to work earlier as above. They feel they are asking people to work for the hours they are being paid for.

They have agreed to send me this is writing”

Obviously we will monitor this situation with our members

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