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LU have been forced to accept a Shorter Working Week must be part of any pay settlement but 30 Mins instead of a pay rise is unacceptable
For five months LU management have told us that there is no chance of a cut in the working week. Therefore the new offer that includes a 30min/week cut is welcome progress. The company cannot now argue that cutting hours is impossible. But the offer does not yet address the needs of RMT members on the tube.
Management want us to choose between a cut in hours or a pay rise. At the most recent ACAS talks management tried to get your RMT negotiators to accept that any cut in hours would be financed by reducing the pay rise. As you would expect, RMT refused to accept this. We say they should use the £360m surplus we generate to provide both.
RMT is prepared to talk to management about how a cut in hours could be implemented. We say any incremental cut must be banked and made available as banked rest days. Each function could then decide how to use these days, either in the roster or as leave.
We need whole days away from work, not 6 mins off a shift. What difference does it make whether you start a dead early at 05:00 or 05:06?
RMT has also made clear to management that all elements of our pay claim that includes Priv for all, a minimum increase to help the lowest paid and the upgrading of all CSA2 positions to CSA1 remain on the table and must be addressed.
Talks are due to continue but LU must understand that our patience is limited. Failure to properly address our claim will result in a ballot across the job.
- Management’s offer of 30 min cut in working week can only be the start of cutting the working week towards 32hours/4days
- RMT does not accept that LU cannot find more money to fund a pay rise and a more meaningful cut in hours
- Use the £360m surplus to provide more rest days and mitigate the terrible health impacts of our shifts
- Any incremental cut in the working week must be as banked time that can be taken as banked rest days
- 6 mins off a shift is no help to anyone. We need quality time away from work to recover from shift work.
Despite LUL being informed of serious breaches of agreements with regards to BCV and SSL, management continue to use the JNP Gangs on non-JNP areas.
The man concerns of this are:
- The JNP Point Care Team includes dual skilling track and signals staff that we believe is a direct threat to job security
- There has been no discussions to vary any BCV and SSL agreements.
- Impacts on existing staff in the SSL gang have included being placed into the redeployment pool, alienated so that the have wanted to move and we believe there is now a complete breakdown in Industrial Relations over the matter
Sadly, it seems that we have been given no choice but to look to our members to defend our agreements and our job security. We are therefore compiling a ballot matrix of all BCV and SSL Signal Staff with a view to Industrial Action.
We remain available for talks.
Mick Cash has been re-elected as the General Secretary of the RMT.
He has stated that he will continue the work of the last 5 years and will look to push our membership to above the 100,000 mark.
He has a vision to use technology to give our members a solid foundation and support and to this end the RMT will be releasing an APP very soon.
It has come to the attention of the RMT that JNP Managers have been looking to export former Tube Lines working methods into BCV and SSL areas.
One such example is the Point Care Gang. The RMT supported this initiative within BCV and SSL as a way of recruiting staff and given members a career opportunity.
However we now find that there has been a steady creap of JNP (former Tube Lines) working practices that involve the blurring of lines between signals and track staff roles. This is directly against BCV/ SSL Agreements and will not be accepted
To that end we have asked our National Executive to Ballot all our members in Signals in Former Metronet areas
We remain available for talks
- A 2.4% increase, effective 1st April 2019
- A 2.4% increase, effective 1st April 2020. However this will be reviewed should RPI exceed 5% in the three month slot before the pay anniversary (1st January to 31st March 2020).
There are many members in our branch that have been in our union for many years.
To honour them, we intend to hold a special branch social on the 6th December (badges and details to be sent to each member) at the Savoy Tap.
Members with 10, 25, 40 and 50 years membership will be invites.
Please expect to hear if you are affected in the next month
Following a successful ballot, both companies have been written too with our demands for fair pay and treatment
A special meeting of the RMT and Representatives will be taking place on the 16th September and we will look forward to winning this dispute or sadly having to take action