Author: luadmin

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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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Thales GTS Dispute

Following lengthy discussions with management over the last week, talks with Thales are starting to show significant progress with regards to no compulsory redundancy and agreeing a mechanism for dealing with roster changes. Further talks are planned for next Monday with the intention to negotiate a settlement that is acceptable to our members. So far we have received proposals and had discussions on:

  • No compulsory redundancy and finding suitable alternative roles for those at risk
  • Protection against severe loss of earnings
  • Return parameters to their old jobs for those at Risk
  • Discussions on an agreement on how future roster changes will be discussed

This offer has been noted by our General Grades Committee and a decision as to whether to call any Industrial Action is on hold to allow for the talks to continue.

The RMT and Thales have agreed for an extension to the notification period for any Industrial Action to be increased by another four weeks with a view to reaching agreement

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Tube Lines Passes and Pensions

Victory on Tube Lines (and former TLL) regarding Travel

 

After very lengthy discussions on Tube Lines, LUL have made the following statement regarding the 75% Point to Point Network Rail Travel:

‘In acknowledgement of the significant progress that has been made and all parties’ commitment to continue to seek a mutually acceptable resolution, I can confirm TfL’s agreement to extend existing TfL travel benefits to the relevant TLL and former TLL employees. As we discussed, there may be some system related issues which will dictate the time frame for implementation, and I will confirm this as soon as possible.’

 

Negotiators are pleased that LUL are moving on the issue of equal travel  and the offer will now go in front of our General Grades Committee for ratification

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Tube Lines Referendum Result

Tube Lines Track staff on the Northern, Piccadilly and Euston have voted overwhelmingly to reject the Sunday to Thursday changes and loss of rostered rest days by 39 votes to 7

The Union will now prepare a ballot matrix to move to a ballot for Industrial Action and we call on Tube Lines to respect the views of our members and get back round the negotiating table

 

 

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Tube Lines Passes, Pensions and TUPE

Dear ALL,

 

We met with LUL/ Tubelines today ref APD job losses & TLL Passes+Pensions. LUL have demanded a no strike deal which is a massive u turn by them on the previous accepted agreement discussed at the reps meeting

 

This is rejected

 

We have now demanded NR Point to Point travel for TLL & withdrawal of no strike wording which they will respond asap

 

Further talks planned in 2 weeks. More details at the next branch meeting on 7th April

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Mike Lynch wins AGS Election

Mick Lynch has won by a large majority the election for the Assistant General Secretary of the RMT. The branch warmly welcomes him to the role and looks forward to moving the union forward in unity

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Thales Waterloo and Palestra Ballot Result

Thales GTS Waterloo and Palestra members at Waterloo and Palestra House have voted by a massive 4:1 Majority for strike action and action short of strike against compulsory redundancies and rostering.

The RMT have been and continue to meet management and we are impressing on them the need to withdraw all threats otherwise we will be naming strike and other actions in the very near future.

Our members have voted overwhelmingly despite large amounts of pressure from Management and cynical briefings urging them to vote NO. We have seen the same company resort to the anti-trade union laws and say they are not Thales GTS, the staff only work for them, their employers are actually called Thales T&S. The end result is that our members have shown their steadfast desire to fight these ‘efficiencies’ and we now call on the company to start to seriously avoid the need for our members to take action and reach a common sense agreement with the RMT that protects our members conditions.

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Right to Representation (ex-Metronet AREAS)

The Right to Representation at all Factfindings was agreed by LUL (for ex-Metronet AREAS)  in talks at Acas. So do not let LUL take that right away

Metronet Grades Dispute – ACAS Resolution (3)

 

 

Dear Brian,

 

Former Metronet Grades Dispute

 

I am writing further to our recent productive ACAS discussions regarding the above mentioned issue. At the conclusion of the meeting at ACAS on 4 September 2014 the management team undertook to set out in writing the proposals for the resolution of the dispute.

 

As you will recall, eight issues were initially raised in the RMT’s letter of 14 November 2013, and so I will deal with the issues in the order that they appear in that letter.

 

 

Representation at fact findings:

It is agreed that that staff engaged in those operational activities formerly undertaken by Metronet will continue to retain the right to be accompanied by a trade union representative or workplace colleague at fact find interviews (including disciplinary, harassment and bullying and grievance interviews), subject to any subsequent implementation of discipline, harassment and bullying or grievance policies agreed with the RMT.

 

 

Night Worker Issues:

Based on trade union feedback, management has already taken steps to introduce night appointments for age medicals and intends to roll out further general night clinics. Management will not (other than where it is necessary to avoid an operational emergency), place individuals on courses on a Monday (for Monday to Friday Staff). The only exception shall be courses of greater than four days duration. For clarity, in order to comply with rest requirements, night staff attending meetings or appointments on days will be entitled to be released for the shift prior to and following the meeting or appointment, but will be required to work the relevant day shift, subject to the work allocated complying with their terms and conditions of employment.

 

 

Functional and Tier 2 Issues:

Management agrees to hold meetings with the relevant Functional and Tier 2 representatives to identify any outstanding issues and agree timescales for their resolution. This meeting shall also consider lessons learned in order to avoid such situations arising in the future. These meetings shall look to agree timescales for resolution of all outstanding issues within six weeks.

 

 

Train-borne Signalling:

Management and RMT agree that further ACAS led discussions are required in relation to this issue, which shall encompass the, Victoria and Sub Surface Lines. In relation to the Central Line ATC group, management will provide a separate response within one week setting out its position.

 

 

TG Graded staff:

Management agrees to the RMT request for a workshop in relation to this issue. This workshop shall take place within the next six weeks.

 

 

On-Call Roster Payments:

Management and RMT shall agree the group of employees to whom this issue applies . Once the appropriate group has been identified, a one off payment shall be agreed in relation to those employees to reflect any historic underpayment.  Only those employees who have been on the on call roster for a period in excess of one year shall be eligible and the payment will reflect the period of time which the individual was in receipt of the allowance. The current allowance figure will be recalculated in accordance with clause 4 of the policy, which will be applied consistently going forward.

 

 

Patterning/Capability Management:

Management acknowledged the RMT’s concerns regarding the application of the process and will apply further rigour prior to holding any meeting with a member of staff. This will be achieved by the Head of AP or equivalent signing off the use of ‘rainbow patterning’ to a set of consistent guidelines which will be produced within the next four weeks.

 

 

Removal of individual PMA:

This issue is resolved.

 

 

In addition to the eight issues originally identified by RMT in November 2013, two further issues were raised during the course of the discussions at ACAS.

 

Incident Management:

It is agreed that a director led joint review of the organisation will be undertaken within six weeks.

 

 

Use of Contractors on Victoria Line

It is our intention for this work to be carried out in-house, but this is subject to staff being adequately trained through the IRSE. The team in question will shortly be internally verified to signals support tech status. Management confirmed that six opportunities existed in LU. It is proposed that this situation be resolved within 12 weeks.

 

For the avoidance of doubt, the proposals set out in this letter apply only to staff in those operational areas of the London Underground business formerly part of the Metronet business. Accordingly, none of these proposals shall be applied or form a precedent in other areas of the business.

 

I trust that these proposals are acceptable, and would be grateful to receive your confirmation that the dispute is resolved.

 

Yours sincerely,

 

 

 

Terry Deller

Senior Employee Relations Manager

 

 

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LUL Pay Cut Offer

UPDATE 12TH MARCH

 

Today we met LUL for the second time since they made their first and only offer so far in this year’s pay negotiations

 

At today’s meeting no new offer was made , but management have agreed to have further talks (to have concluded by the end of next week) at Functional level to ascertain the impact of Night Tube in each of the 7 Grade Functional council areas.IE all staff

 

I have told LUL that they have to , outside of Night Tube ,significantly improve the base rate, address the issue of low pay, shorter working week  as well as addressing all of the other items in our claim and that I will be reporting back LUL s offer  to the General Secretary by the 20th March to enable the Union to make its formal response.

 

The next scheduled meeting with LUL is the 25th March. I have advised them that we are available before that date if needs be to discuss these matters .

 

John Leach

RMT Regional Organiser LT

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