Author: luadmin

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LUL Track and Signal Night Tube

Talks on Night Tube in the LUL Track and Signals area are close to collapse. In a totally illogical and intransigent manner, Employment Relations are refusing a joint meeting with the LUL Stations Reps so that a clear understanding can be sought on the health and safety issues that our members will face trying to carry out their work on a Tube System that is already under funded and under staffed.

In an act of total disregard and lack of understanding, Employment Relations have stated that Engineers are not ‘customer facing’ and therefore these is no need. Try telling the customers that as when they see anyone in a HIVI Vest, they naturally look to them for help. The reality is that our members have been attacked and injured in accidents and incidents at work, of course we want to make sure we understand all the risks thoroughly so that we can make sure the work can be done but our member’s safety comes first.

There can be no agreement unless it is safe and LUL have been told that in the most robust of ways. Until they can guarantee that, then the Night Tube talks teeter on the edge of collapse

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Thales T&S Waterloo & Palestra: Reasons to VOTE YES

 

 

Reasons to vote ‘YES’ in the forthcoming ballot:

 

NO COMPULSORY REDUNDANCIES: There are vacancies and positions available, so let’s fill them with people that are at risk. We believe that there is no need for these people to be worried about losing their jobs and Thales should end their at risk status NOW.

 

If it can happen to them, it can happen to YOU.

 

NO TO ROSTER CHANGES: Thales want to change people’s roster patterns and the members affected believe it is for the worse. We’ve had the discussions, we have said we will look at changes but they have to be in line with what our members want. However, to date there’s been no proposal except to end twelve hour shifts.

 

This is an important principle, when they look at other shift patterns in the business or whether people work days or nights, or whether they work Monday To Friday, we want Thales to recognise that these talks are negotiation and not a tick box on the way to implementation. That is the reason for balloting everyone

 

If it can happen to them, it can happen to YOU.

 

VOTE YES

 

For BOTH Strike Action and Action Short of Strike

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Thales GTS Ballot Update

Further to previous updates, we met with Thales Management today and the following items were discussed:

*   The RMT re-Ballot
*   Compulsory Redundancy
*   Roster Changes

RMT Re-ballot

We expressed our disappointment that Thales had decided to instruct their solicitors to use the anti-trade union laws to say that our previous ballot notice was illegal. Their challenge was on the basis that the ballot notice was against Thales GTS that our members believe they work for, whilst the Thales Solicitors stated that the ‘actual’ employers are Thales Transport and Security.

Therefore we had no choice but to reissue new ballot papers. We expressed today that we believe this is poor industrial relations and we believe will make members even more determined to vote YES in the ballot.

Compulsory Redundancies

Thales have stated that they believe there will be positions for the members at risk within the organisation and that they will be interviewed for the roles. We pushed our point that we are against compulsory redundancies and that Thales need only withdraw that threat and ‘ring fence’ the available roles for those at risk. ‎Thales are not in the position to do this and therefore our members remain at risk of being forceably made unemployed. This is a principle that affects everyone and no wants to see people on the dole and losing their homes etc especially when there is work for them to do, so therefore we remain in dispute on this matter.

Rosters

Once again Thales stated that they don’t understand why we are in dispute on this matter when we haven’t even had talks! We once again explained that we’ve met many times, and whatever way they dress it up‎, they want to move the rosters away from 12 hour shifts. Our members have told us that they do not want that and we’ve detailed once again why the answer to changing the rosters is a no.

The truth is that our members like their time off, they like less travel, they like less need for child care, less need to lodge in London. There are many reasons why our members do not want to move from a 12 hour shift position and we once again told Thales what these were. It is not that we are not talking, the reality is that this is about Thales insisting that members move away from a 12 hour shift pattern.

Thales insist that they want to move away from this and won’t withdraw these rosters. We therefore remain in dispute.

We have however, in the spirit of trying to reach a settlement, said we want the roster agreement signed off to give terms of reference for how the rosters will work, the business coverage requirements so that we can build that into existing rosters, the actual number of Network Analysists that Thales want, where it’s 12 or 15, and a copy of the management proposals to show clearly how they perceive the roster will look.

To that end the ballot notices will drop through your door over the next few‎ days, so I’d strongly urge you to vote YES for Industrial Action and YES for action short

Regards

Paul Jackson
RMT Branch Secretary
LU Engineering (0962)
07810 643 681

 

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Thales Ballot

 

Why is your union balloting you?

 

Dear Colleagues

 

Your union is balloting you because we have no choice, there is no alternative but to fight the proposals being put forward by Thales Management. Following a very well attended Branch Meeting a month ago, our members decided enough is enough and now Ballot Papers are due to fall through your letter boxes any day now and we urge you to vote asap and send a powerful message back to Thales.

 

Compulsory Redundancy

 

Apparently there is no alternative to forcing people onto the dole queue. We have tried and tried to negotiate with Thales to look for Volunteers, especially in other areas where people wish to leave the company. Surely this is reasonable. At a meeting on the 9th March, Thales made it clear that contractors such as Brookvex will be retained and their own loyal staff will be axed. We strongly believe that the company has valid roles available that these staff can do. The whole purpose of their reorganisation is to make them more efficient and do more work, common sense says you don’t do that by making up 5 extra management positions and forcing 6 Technicians out of work! All this purely in the name of making people work harder, deliver more whilst being permanently overseen by a even larger management team. Let’s be blunt, this is not about getting the work done, this is about worsening your terms and conditions and making more profit

 

We believe there are roles for these people, so we challenge Thales, come out and put these people’s minds at ease and give them jobs. Look at our counter proposals and let’s save jobs instead of making them compulsory redundant in the run up to Easter. Start talking to us in a meaningful way. The choice with compulsory redundancy is stark, where does it stop, ultimately this affects everyone, whether that is today, tomorrow or next year, we simply cannot allow people to lose their jobs when there are other choices available.

 

Rosters

 

Thales in the meeting of the 9th March made their intentions clear on Rosters, they are seeking legal opinion on imposing them. They are happy to talk they say, they are happy to listen they say, yet refuse to sign any agreement on how rosters are implemented and the rules associated with them designed, state that the rosters will be not be  12 hour patterns anymore, and that they are giving your reps ‘a reasonable instruction’ to attend talks with them in what can only be a thinly veiled threat of disciplinary action. We cannot even get a straight reply about what will happen to staffing levels at Palestra should people be promoted into the new Duty Management Positions and will they back fill these new vacancies. This would potentially lead to even worse rosters with less staff than now

 

The reality is we have told them that our members reject worse rosters, working and travelling more and to withdraw their proposal. They are refusing

 

Choices

 

We have asked Thales to put their proposals on hold for further talks and this was rejected now you have a choice because you have a vote.

 

So we strongly urge you to use it and would urge you all to vote yes for action

Posted on

LUL Pay Cut Offer

This morning  myself and senior RMT Functional council reps attended a special meeting of the LUL company council to deal with this year’s pay claim. LUL made the first offer of this pay round, we have agreed to go back tomorrow at 1000 to continue the discussion .

 

Offer is

2 year deal .

Pay

2015 = 0.5%

2016=RPI

 

In return for and for future operation of NIGHT TUBE a Non consolidated( one off payment) for all COO staff and CPD Operational staff  , to be paid at two stages  £250 twice = £500 in total

 

And that’s it !

 

Our initial response was that this was an laughably inadequate disgraceful and in effect   an insult to all of the hardworking staff on LUL offer  With all of the extra productivity staff are giving now , let alone in Nigh Tube the company have offered what is in effect a “Cut “ in living standards . We will return to the Talks tomorrow , after which I shall provide a negotiating officers  report for the General Secretary and National Executive to formulate RMTs  response

 

Thanks

 

John Leach

RMT Regional Organiser

London Transport

Region 11

 

Posted on

Thales GTS Ballot

Kini Pathmanathan

Head of HR

Thales UK

Quadrant House

4 Thomas More Square

Thomas More Street

London E1W 1YW

 

 

Our Ref: LUL/14/2

 

27th February 2015

 

Dear Kini,

 

BREAKDOWN IN INDUSTRIAL RELATIONS – THALES GTS

 

Following recent discussions between the Company and RMT regarding the proposed changes to the Services organisation as part of the GTS Optimisation Programme, I am writing to advise you that a dispute situation now exists between our organisations. The proposals mean that my members are facing worsening rosters, shift patterns, terms and conditions, less staff and compulsory redundancies, which is unacceptable to RMT. As a result, my Union will be conducting a ballot for industrial action amongst our affected members and I will provide the appropriate notice, in accordance with the legislation, in due course.

 

As you will be aware from these discussions, the issues leading to this dispute include the failure to agree over changes to rosters. Also, RMT is totally opposed to any compulsory redundancies and does not believe that these job losses are necessary or that full consultation into mitigating these job losses has been conducted in a meaningful way. I note that the Company has refused to consider the option of voluntary redundancy and continues to use sub-contractors as opposed to directly employed staff. Furthermore, the proposed redundancy criteria are not fit for purpose and these should be withdrawn until such time as agreement has been reached between our organisations.

 

As always, we remain available for talks aimed at resolving this dispute.

 

Yours sincerely

Mick Cash

General Secretary

Posted on

LUL Pay Talks

Talks took place with LUL regarding pay and conditions on the 24th February. Despite expectations to the contrary, they did not give an initial offer making a mockery of their desire to resolve pay in a timely manner. LUL did however link the 2015 pay claim to the issue of Night Tube They have also said an offer will be forthcoming by the 3rd March

Below is a summary of the RMT requirements

 

A substantial pay award

Dramatic rises in living costs necessitate a substantial, unconditional pay award at the earliest opportunity, in order for our members’ pay to keep pace with both the increasing cost of living and rates of pay in the industry.

 

A minimum flat rate increase for those on the lowest pay

Those members who receive the lowest salaries bear the brunt of any increase in living costs and, as such, should be afforded additional protection in the form of a minimum flat rate increase.

 

Reduction in the working week

RMT members have identified a reduction in full-time working to a 4 day, 32 hour week as a key target (with a pro-rata decrease for part-time workers).

 

Ending the practice of permanently managed vacancies

The union’s policy is for management to increase levels of coverage in the roster and to cease the practice of permanently managed vacancies.

 

Best travel facilities for all staff

All staff, whether directly employed or not, should receive free access to all travel facilities as standard. This includes individuals who provide support services such as cleaning via outsourced companies, being entitled to the same travel facilities as directly employed workers.

 

Overtime

The union opposes the use of overtime where extensive and continued vacancies exist; we also oppose contractual, compulsory and the rostering of overtime.

 

Family friendly policies

The desire for improved work-life balance is coupled with a demand for more progressive ‘family-friendly’ policies and a claim for 52 weeks full pay for all women on maternity leave. 

 

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LUL Assaults Rise

RMT steps up tube cuts fight with Bakerloo Line protest as new figures show 44% increase in staff assaults

 

RMT Bakerloo Line activists, alongside community groups, will be taking the fight against staff cuts and the closure of tube ticket offices to the public next Wednesday – 25th February – between 8am and 10am and 4pm and 6pm hours with leafleting and petition signing outside Edgware Road (Bakerloo Line) station.

 

With the London Mayor’s ticket office closure programme now underway, RMT is ramming home the point that increasing passenger demand, forecast to continue to surge in the coming years, combined with increased levels of violent incidents against both passengers and staff are exposing Boris Johnson’s cuts programme for the reckless gamble that it is.

 

New research issued today by the Labour Group on the GLA shows a 44% increase in staff assaults since 2009 as cuts leave tube workers dangerously isolated. The recent stabbing of a customer assistant at Lancaster Gate was yet another warning ignored by the Mayor as he bulldozes ahead with his cuts programme. Details of the research are set out below.

 

The union is also be reinforcing the point that the closure of ticket offices, and the associated loss of jobs, discriminates against those groups who specifically require assistance to access the tube network, effectively turning the Underground into a no-go zone for some of the most vulnerable members of our society.

 

Meanwhile, RMT is continuing to raise safety, operational and staffing issues associated with the Mayor’s drive to introduce 24 hour weekend tube running.

 

RMT general secretary Mick Cash said;

 

“The fight against LUL ticket office closures and job cuts goes on and is widely supported by the public. The new research from the Labour Group on the GLA shows that assaults have nearly doubled in just five years and it is RMT members who are left vulnerable and isolated and at constant risk of attack as the cuts are driven through.

 

“The recent stabbing of a customer assistant at Lancaster Gate was just millimetres away from a potential fatality and yet those in charge, from the Mayor down, continue to ignore the brutal reality that confronts the tube workforce every single day of the week. These cuts have lethal consequences and RMT’s fight to stop them goes on.

 

“The event at Edgware Road in one of a number where RMT is uniting with the community to draw attention to the access and safety risks associated with this ill-conceived cuts programme at a time of surging passenger demand and increasing levels of violence.

 

“RMT will continue to oppose the ridiculous plan for ticket office closures and staff cuts and we will continue to keep the pressure on the mayor and LUL to put customers first.”

‎

 

Posted on

LUL Night Tube

General Secretary Mick Cash said.

 

“This announcement has been dropped on London by the Mayor as a blatant pre election stunt without a shred of consultation with the union. That is a ridiculous way to conduct important negotiations and to unveil major service developments.

 

“RMT is not opposed to extended running but there are massive issues on staffing, safety and maintenance which have not been addressed and which would need to be signed off by our  ‎reps.

 

“This announcement has been made against the backdrop of a near doubling in assaults on staff, cuts to over a thousand jobs and the axing of guards on London Overground.  Night running would mean increased drunkenness and risks to both passengers and staff alike and could only work with substantial increases in staffing right across the board and that means an immediate reversal of the current cuts programme . ”

 

Posted on

Campaign for Trade Union Freedom

CTUF Regional Tour on Labour Law and Trade Union Freedoms under Attack

First Stop…. LIVERPOOL

Defeating the Politics of Austerity and attacks on Trade Union Rights organised and supported by IER, CLASS, CTUF, People’s Assembly, Morning Star

 

25th March 2015

6pm – 8pm, Free Rally

Adelphi Hotel

Liverpool

 

Speakers include Lynn Collins (NWTUC), John Hendy QC (IER/CTUF), Carolyn Jones (IER), Len McCluskey (UNITE), Tim Roach (CLASS), Matt Wrack (FBU),

plus a short You Tube Clip of John Hendy and Keith Ewing on the role of collective bargaining in ending austerity’s inequality,

which can be found here http://www.ier.org.uk/news/new-you-tube-clip-ewing-hendy

 

 

SCOTLAND

 

 

Defeating the Politics of Austerity and attacks on Trade Union Rights, organised and supported by People’s Assembly, Morning Star, Scottish Left Review, CTUF, IER, UNITE Scotland, RMT

OTLAND

STUC 118th Annual Congress

20th–22nd April 2015

Congress Fringe Meeting 2015

Tuesday 21st April, 12.30pm – 2pm

Ayr Race Course, Venue: Red Rum Roomf

e thics of Austerity /acks on our Trade Union Rights

Speakers: Mark Serwotka – General Secretary, PCS/CTUF  Lilian Macer – Convenor, UNISON (Scotland)Rozanne Foyer – Regional Organiser, Unite (Scotland) Ben Chacko – Editor, Morning Star Chair: Phil McGarry (RMT) – Chair, People’s Assembly

 

* MORE REGIONAL MEETINGS TO FOLLOW………

 

SUPPORT THE RIGHT TO STRIKE

 

 

18 February 2015 was Global Day of Action for the Right to Strike – a right which is not enshrined in UK law.

 

The European Committee of Social Rights has stated that the UK is not in conformity with the Articles of the European Social Charter 1961 (which it has ratified) to a very significant extent in relation to the right to organise, the right to bargain collectively, the right to just conditions of work and the right to fair pay, amongst others.

 

Furthermore, the UK was the first country to ratify the International Labour Organisation Convention 87 but remains in breach in relation to the absence of the right to strike.

 

Virtually every country in the world recognises that workers have the right to take strike action. Unlike the UK, some 90 countries have it enshrined in their national constitution

 

Since June 2012, employers have been challenging the existence of an international right to strike and the authority of the United Nations International Labour Organisation (ILO) and its supervisory mechanism. The increasing use of ILO jurisprudence at national and regional level, as well as in codes of conduct on business and human rights, shows the relevance and importance of ILO standards and the need for an effective ILO supervisory mechanism. This crisis is also intended to prevent national and regional courts from deriving a right to strike from international law.

In March 2015, the ILO Governing Body has to take a decision on the resolution of this conflict that has had a chilling effect on the ILO supervisory mechanism since 2012. If no agreement can be reached, workers demand a referral to the International Court of Justice for an advisory opinion on the matter, as foreseen in the ILO Constitution. Many governments support the demand of the labour movement to respect the ILO Constitution and to bring the case before the ICJ. But some are procrastinating. These governments and all groups of employers have to held accountable for their disrespect of international law and the crucial role of the ILO.

Not only is the right to strike under attack at an international level, but the UK faces a further threat from Tory plans to further restrict the ability of UK workers to go on strike.

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