Category: Equality

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PREMATURE BABIES – ACAS GUIDANCE

TO ALL BRANCHES, REGIONAL OFFICES & REGIONAL COUNCILS

 

2nd October 2017

 

 

 

Dear Colleague,

 

PREMATURE BABIES – ACAS GUIDANCE

 

ACAS have published new advice for employers on how to support staff who have given birth to premature or ill babies.

 

Over 95,000 premature or sick babies are born each year in the UK.  For their families this is a difficult time and working parents in these circumstances often find themselves trying to handle the demands of their job, caring for their new-born and looking after other family members.

 

Whilst this guidance is aimed at employers, it is a handy resource regarding statutory rights and good practice for such a stressful time.  The document can be found on-line here:  http://www.acas.org.uk/index.aspx?articleid=6049

 

I would be grateful if you could bring the contents of this circular to the attention of your members.

 

Yours sincerely,

Mick Cash

General Secretary

 

 

Circular Premature Babies ACAS Guidance

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LUL Engineering TUPE to TfL

Dear ALL,

We met with LUL on the 1st June in a stormy discussion regarding the proposed transfer of 1600 staff into TfL Engineering Directorates.

The RMT reiterated its opposition to this cost cutting change and our commitment to ensuring that our members are protected and their terms and conditions are not affected adversely by this change.

Below are the major areas that were discussed in summary.

  1. Pensions – The RMT stated that the proposed measure to move to Pay for Performance (PfP) will not be supported and want existing staff to remain within their existing LUL Pay Terms and Bands.  We believe that PfP will adversely impact on pensionable pay and future earnings and destroy the Pension Promise made to people on a yearly basis when they receive a pension statement showing what they are likely to receive when they retire.
  2. Functional Council Membership – LUL are fully aware that people have been removed from this TUPE because they are in Operational Grades. This has happened in Fleet, Track and Signals and in Stations & Civils (Lift & Escalators). The removal of people from scope and changing their reporting lines is a change to terms and conditions and a discussion matter for the Trade Unions. For example, the SES Group with its standing Tier 1 Rep is mainly made up of managers that are being TUPE’d. However the whole section sits in Track and Signals and therefore is part of our sphere of influence. These talks affect us all
  3. Collective Agreements – LUL have stated that collective agreements will not transfer but contractual terms and conditions will.  The RMT have massive concerns around this statement and demand clarity as to the specifics of the Metronet and TLL agreements that are considered to be contractual. This statement involves all staff that were transferred from Metronet and Tube Lines and will not go unchallenged. If people believe that we will see our hard won agreements shredded and binned, then they are deluded. Unless we hear positively on this issue, then we will potentially have a dispute involving nearly 4000 people across this TUPE and former Metronet and Tube Lines areas.
  4. Terms and Conditions – We want a full list of individual contract variations provided to us. We want to see exactly what terms LUL believe people have so that we may we challenge and correct this belief. Also, LUL have to provide this information to TfL by TUPE law so they should have this information to hand
  5. H&S – The RMT have continually stated that we believe that there must be discussion regarding Health and Safety. The should be changes potentially that are reflected by a Change Assurance Plan and we must make sure that safety is paramount. We have asked to see all the meeting minutes and inspections that TfL have carried out with its Trade Union Reps.
  6. EQIA – Throughout this whole process, we have stated that we believe minority and women may well be adversely affected by this transfer. What is there to hide and do a EQIA and let’s all see how this affects equality and diversity?
  7. Hidden Measures – We are concerned that there is more to this transfer than is being said. It looks obvious that this is just Phase 1 and that other people may well follow such as Operational Staff in Fleet, Track and Signals and Stations and Civils

It must also be said that this transfer involves far more people and areas than has been described by the company business case. This aspect needs to be fully explored and anyone not in this scope should not transfer. We believe that there has been a ‘land grab’ to get people into TfL and we will do our own ‘land grab’ to get them back!

 

The next Branch Meeting for LU Engineering Branch is 7th June at the Savoy TUP 17:00. If you are affected then please attend and give us your views.

 

https://www.luengineeringrmt.co.uk/branch-meetings-2/

 

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LGBT+ PRIDE EVENTS 2017

My ref: EO/16

2nd May 2017

Circular No. NP/66/17

 

TO: THE SECRETARY

ALL BRANCHES & REGIONAL COUNCILS

 

 

Dear Colleague,

 

LGBT+ PRIDE EVENTS 2017

 

LGBT+ Pride events are opportunities for us to promote the union and our campaigns as well as to show support and solidarity for our LGBT+ community.  Confirmed dates of Pride Parades this year include:

Birmingham    27th May

London            8th July

Brighton           5th August

Cardiff             26th August

RMT will be looking to maintain its presence at these events and I encourage all members to get involved and along with their friends and family.  So far arrangements made are as follows:

Birmingham Pride: Contact Ken Usher ([email protected]) meet at 11am, Saturday 27th May 2017, Victoria Square, Birmingham.

London Pride: Contact John Stack, (m: 07941 809262, [email protected]) meet at Unity House, 10.30am Saturday 8 July.

For any queries please contact our Equal Opportunities Officer, Jess Webb ([email protected]).

Yours sincerely,

Mick Cash

General Secretary

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WOMEN’S REGIONAL ORGANISATION – WOMEN’S WEEK

WOMEN’S REGIONAL ORGANISATION – WOMEN’S WEEK

Further to circular NP/277/16, 23rd November 2016, promoting a week set aside to specifically organise women within the industry, the button badges saying “A woman’s place is in her RMT union” and a new leaflet aimed at women regarding the benefits of joining the union will be made available.  In addition we also hold “Violence against women transport workers – its not part of the job” posters which could be added to any membership pack.

Please do contact our Equal Opportunities Officer, Jessica Webb ([email protected] 020 7529 8821), immediately to say if are planning any activity and how many of the badges and leaflets you require.

Yours sincerely,

Mick Cash

General Secretary

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Fighting Transphobia

FIGHTING TRANSPHOBIA

 The RMT National LGBT Members’ Conference last year called for a new poster to be produced about transphobia in line with the union’s on-going fight against all forms of discrimination.  I am now pleased to enclose a copy of this poster along with TUC guidance for trade union activists to support trans members (which is also available at https://www.tuc.org.uk/sites/default/files/Transforming%20the%20workplace%20-%20final.pdf)

By way of definition, transphobia is fear, discrimination or hatred against people who have changed their gender from the one they were assigned at birth (transgender) and/or against people who do not present or identify as either male or female.  In addition, people who are born with bodies with both male and female elements (intersex) may also suffer from transphobia whether or not they consider themselves as a transperson.

The colours of the poster are from the transgender community flag.  The colours of pink and blue represent male and female gender with the ground between them.  The symbol is the transgender symbol, with the male and female symbols and combining them.

Should you have any queries please contact our Equal Opportunities Officer, Jess Webb, on [email protected]

 

fighting-transphobia-poster

 

Yours sincerely,

Mick Cash

General Secretary                                                                                                                 Enc.                                                    

 

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MEMBERS WORKING PAST THEIR STATUTORY RETIREMENT AGE

Dear Colleague,

 

GUIDANCE AND LEGAL ADVICE ON THE RIGHTS OF MEMBERS WORKING PAST THEIR STATUTORY RETIREMENT AGE

 

Please find attached a briefing note which has been requested on the rights of members who work past their statutory retirement age. Should you have any queries on this document, please refer to our legal team.

 

I would be grateful if you could bring this circular to the attention of all members.

 

Yours sincerely,

Mick Cash

General Secretary

 

 

circular-guidance-and-legal-advice-on-the-rights-of-members-working-past-their-statutory-retirement-age

 

guidance-and-legal-advice-on-the-rights-of-members-working-past-their-stututory-retirment-age

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LEAVE AND PAY FOR MOTHERS

LEAVE AND PAY FOR MOTHERS

 

The TUC have reissued their booklet on “Leave and pay for mothers”. It can be downloaded here: https://www.tuc.org.uk/sites/default/files/TUC%20KYR_Maternity_LO%20spreads.pdf

Besides going through the statutory basics on maternity leave and pay, and shared parental leave, the booklet also provides information on other rights including:

  • unpaid parental leave
  • requesting flexible working
  • emergency time off for dependants.

 

There is a separate booklet on workplace rights when adopting a child or having a child through surrogacy: https://www.tuc.org.uk/sites/default/files/KYR_Surrogacy.pdf

I would be grateful if you could bring this circular to the attention of all members.

 

Yours sincerely,

Mick Cash

General Secretary

 

  
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COMBATTING RACIST ABUSE IN THE WORKPLACE

COMBATTING RACIST ABUSE IN THE WORKPLACE

 

Please find attached a T.U.C. guide to protecting Migrant and Black and Minority Ethnic workers from violence, harassment and abuse.

 

Please take this opportunity to familiarise yourself with the document and distribute as appropriate across all locations where we organise, ensuring copies are available at RMT notice boards.

 

Yours sincerely

Mick Cash

General Secretary

www.rmt.org.uk/healthandsafety

 

020016 combatting racisim

 

Combatting racist abuse July 2016 RMT.docx

 

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NOMINATIONS FOR RMT BLACK AND ETHNIC MINORITY MEMBERS’ COURSE

NOMINATIONS FOR RMT BLACK AND ETHNIC MINORITY MEMBERS’ COURSE,

7-8 OCTOBER 2016

 

I write to inform you of this year’s black and ethnic minority (B&EM) member’s empowerment course.  The purpose of the course is to help B&EM members understand how the union works, including history, structure, writing and presenting resolutions etc to overcome the barriers which can discourage them from becoming active.

The course will take place from Friday 7 October to Saturday 8 October 2016 at our National Education Centre in Doncaster.  The course will commence with a lunch at 1pm on Friday and will conclude by 4pm Saturday, so it only requires only 1 night away.

Branches are invited to nominate one representative but in doing so please ensure that your nominee will definitely be able to attend the school if allocated a place. The application form can be sent directly to the Education Centre and the costs of this course will be met by Head Office.  The  form must be received by Friday 9 September 2016.

 

All B&EM members are encouraged to take this course once and then move up to representative/officer level courses.  Any queries, please do contact our Equal Opportunities Officer, Jess Webb, [email protected]

 

Yours sincerely,

Mick Cash

General Secretary

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London Pride 2016

Our Ref EO/16

Circular No. NP/167/16

13th June 2016

 

TO ALL BRANCHES, REGIONAL COUNCILS AND REGIONAL OFFICES

 

Dear Colleague,

LONDON PRIDE – SATURDAY 25TH JUNE 2016

 

This year we will be marching in London Pride, one of the world’s largest LGBTI events. Not only are Pride marches a time of celebration for our LGBT community, but are an opportunity to promote the union and our campaigns.

Pride marches are family friendly events and all members, whatever sexuality or gender/gender identity are welcome to join in.

We encourage branches and regions to take their banners and support our LGBT members.

This year we meet at Unity House 10.30 – 11.30 to hand out T-shirts, banners etc before moving off to Portland Place to form-up with the March.

The March starts off at around 1pm and finishes at around 3pm In Whitehall.

For any queries or to say you wish to take part, contact either John Stack ([email protected]) 07941 809262 or our Equal Opportunities Officer Jess Webb ([email protected]) 020 7529 8821.

 

Yours sincerely

Mick Cash

General Secretary

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EQUALITY IN THE WORKPLACE – TUC SURVEY

EQUALITY IN THE WORKPLACE – TUC SURVEY

 The TUC is conducting an Equality in the workplace survey of union representatives on the type of equality issues arising in the workplace and the support reps need to tackle these issues. The TUC would like to hear from union reps, and questions include:

  • Have you dealt with any equality issues at your workplace related to members?
  • Where do you go to for resources and support?
  • Do you struggle to find guidance or information?
  • Have you received any training from the TUC or your union on equality issues?

The results of the survey will feature in the main TUC Equality Audit report. The survey will be used to collate data and case studies. At the end of the survey you can voluntarily provide your contact details for the TUC to contact you for further information. Please click below to complete the short survey and share with all workplace reps that deal with equality issues.  The closing date for the survey is 6 May.

 

https://www.snapsurveys.com/wh/s.asp?k=146003643035

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Sexual Harassment- TUC Survey

SEXUAL HARASSMENT – TUC SURVEY

Recent TUC polling indicates that sexual harassment is still rife in many workplaces. These findings are in line with European data on the extent of sexual harassment. As part of a project on sexual harassment in the workplace, the TUC would like to hear about your experiences either directly or as a rep of sexual harassment.

Please complete this short survey to tell the TUC about your experience. The information you share will be treated in confidence and the survey can be completed anonymously. If anyone is prepared to speak to the TUC and/or to the media please do add their contact details.

 

https://www.tuc.org.uk/SHsurvey

 

The RMT is also committed to tackling sexual harassment and assault and is the process of putting together a guidance booklet to help reps and branches deal with these issues.

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