Category: Metronet

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ex-UKPN Staff: LUL Final Offer

Following months of talks with LUL we are now in a position whereby LUL have made the below final offer to our members.

  • The new Framework will be for NEW staff or for existing staff that choose to take a new grade or accept the new contract
  • All existing staff can remain under their existing terms and conditions, if they so choose. I stress people do not have to go onto new contracts.
  • The LUL contracts will be for 35 hours only. Existing UKPN work an average 37-40 hour week and gain accrued rest days. LUL have agreed that staff that accept new contracts and reduced hours will continue to receive these accrued rest days but that they will be phased out over the next two years.
  • The new contracts will retain the same basic salary and not be pro-rata’d for the reduced hours
  • Fixed allowances are to be included into the basic salary and will be pensionable, such as London Weighting etc.
  • Non-Fixed Allowances such as meal allowances will not be incorporated into the salary in the LUL contracts and will no longer continue for those staff.
  • LUL will pay the Protection Master (PM) and Site Person in Charge (SPC) Allowance for track and non-track locations (£10 a shift making a potential £2500 a year if worked daily)
  • The LUL overtime rate is a flat 1.25 compared to the variable UKPN rates, but the basic rate of pay will be higher. It is expected that overtime will fall with the additional recruitment and cuts to budget.

 

For full details please see below

 

Power Framework

 

WS Grade Proposal Tables v6 20 10 15

 

LUL have agreed to review these times with the RMT. This work is ongoing

 

Booking On Times

 

The below agreement is the LUL agreement for paying Protection Master (PM) and Site Person in Charge (SPC)

 

SPC PM Paynment JWP Proposal 4Jul11

 

We will now be putting the final offer to our members via a referendum. To either accept the agreement (including remaining on their own terms) or reject the offer in which case we would ballot our members to try to force the company into more concessions

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Handheld Devices: LUL

The RMT have reached agreement on track and signals regarding the use of Hand Held devices. After months of careful discussions the RMT have made sure that members can use the devices without fear of job losses, their privacy being invaded and also benefit from the fact that they are safe

 

Mobile Devices Agreement Oct 2015

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LUL Track and Signals Apprentices/ Tubelines

Following the RMT raising concerns that LUL apprentices on Track and Signals who took a job on Tube Lines were being told that they may potentially be made to leave the final salary pension scheme and sign a contract that only allowed them to join the Tube Lines Defined Contribution scheme, LUL have now confirmed that this would not apply.

Any apprentice joining Tube Lines will go on secondment and retain all LUL conditions. The RMT continue to work to get all TubeLines staff TUPE’d back into LUL

——————————————————————–

From: Kallah Satty <>>

Date: 5 August 2015 12:03:01 BST

To: “‘Paul Jackson'” <[email protected]<mailto:[email protected]>>, Littlechild Andy <[email protected]<mailto:[email protected]>>, Grant Paul <[email protected]<mailto:[email protected]>>, Ashley Peter <[email protected]<mailto:[email protected]>>, Harris Mark <[email protected]<mailto:[email protected]>>, Harvey Les <[email protected]<mailto:[email protected]>>, “‘[email protected]<mailto:[email protected]>'” <[email protected]<mailto:[email protected]>>, “O’Reilly Paul” <[email protected]<mailto:[email protected]>>

Subject: RE:  Track & Signals – Apprenticeship Issues Action Point

 

Dear All,

 

Just a quick update on the above Action Point following the last Track & Signals Functional Council meeting on the 2nd June 2015.

 

The Apprentices that are appointed to roles in Tubelines at the end of their term will go across on a secondments and will remain as LUL employees.  They will also retain their pension benefits.

 

Regards

 

Satty

 

Satty Kallah | Employee Relations Support Manager Employee Relations | London Underground 7th Floor G6, Palestra, London, SE1 8NJ

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Latest LUL Dispute Update from Acas

At today’s talks no real progress was made LU made their position known:

 

– No improvements on Pay

– No improvements on Night Tube payments

– No improvements for easing weekend or night working for all grades

– An undertaking from LU that Night Tube working will not be imposed on staff; BUT that management still retain the ‘right’ to impose rosters if the roster talks are unproductive

 

RMT, UNITE & TSSA are accordingly of the belief that there are no real improvements from LU; and we are still in dispute and will continue to defend all our members

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RMT tables response to LU at ACAS Tube dispute talks

RMT tables response to LU at ACAS Tube dispute talks

 

TUBE UNION RMT has set out a position statement in talks with London Underground at ACAS over pay, night tube and continuing job cuts. The LU management have taken away the statement, and responses from the other unions, for consideration.

 

RMT’s position covers the following ground:

 

  • Suspension of two fleet trainers at Ealing Common without pay for carrying out lawful industrial action. RMT’s sees this as provocative, aggressive and an escalation by LU and demands an assurance by the end of today that the staff have been returned to work immediately with their pay reinstated.

 

  • RMT will continue to engage through the ACAS process on the three separate issues in dispute, Fit for the Future Stations, Pay and Night Tube. The settlement of these issues will need to be properly resourced to secure progress.

 

  • RMT opposes the “gun at the head” conditional and confrontational approach adopted by LU which is not conducive to constructive talks. Current agreements must not be undermined or overridden as part of the process. The pay offer of 1% in 2015 and RPI or 1% in the two subsequent years is not acceptable and the union seeks a guarantee of RPI plus. However, in order to make progress RMT suggests deferring immediate discussion on pay at this time.

 

  • RMT is not opposed to Night Tube by agreement and with all issues properly addressed, including:

Rosters and Work/Life balance for all grades to be properly agreed with no one required to work more nights and weekends than at present. Headcount reviews will be required to meet agreed staffing levels in all functions

All volunteers for Night Tube to be properly rewarded, in order to facilitate the new working practices we expect proper rewards and recognition for all.

Transitional Night Tube proposals for Train Operators to be developed, agreed and extended to all functions and grades as part of any agreement.

The Fit For the Future proposals to ensure that all staff have comparable numbers of weekends off with appropriate changes to current agreements to allow new means of rostering the future cover structure which is to be agreed by consent.

 

General Secretary Mick Cash said:

“RMT has made it crystal clear from the start that in return for the very basic guarantees and assurances sought on work life balance that the union will work to agree a final form of station rosters for all areas. A final agreement would have as its basis the best work-life balance and reward for staff while addressing the needs of the business which may well require additional staff resources.

“London Underground  and the Mayor can throw out whatever propaganda they like direct to staff but until these issues are addressed, and the threat of imposition of the rosters is removed,  the dispute will not be resolved and it is now time for them to recognise that and to start negotiating seriously around our position statement. We’ve seen the proposed rosters and if management and Boris Johnson want to know what staff think they should take a trip to depots like Leytonstone and White City and hear what our members think of being rammed in to what are now known across the job as the “rosters from hell.”

“It is also clearly difficult to make progress while Boris Johnson, as Mayor of London and Chair of Transport for London, is boxing in his negotiators through the media while refusing to get his hands dirty himself by talking to us. That is a major obstacle and is at odds with the way that the First Minister intervened directly in Scotland to broker a settlement in the ferries dispute. The ball is now in LU and the Mayor’s court.”

 

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RMT calls for indefinite suspension of botched Night Tube plans

RMT calls for indefinite suspension of botched Night Tube plans

 

TUBE UNION RMT today called for an immediate and indefinite suspension of the Mayor’s Night Tube vanity project warning that is so fundamentally flawed from top to bottom it risks wrecking expensive infrastructure, compromising staff and passenger safety and leaving essential safety critical engineering and maintenance works on the shelf in a move that will lead to breakdowns and disruption on an unprecedented scale.

 

RMT says that is an open secret across the job that senior managers do not believe that the Night Tube is deliverable on the 12th September without unleashing repeated chaos. As a result of the project being dumped on tube bosses on a political whim without proper planning the most basic preparation and planning has not been carried out, not least in terms of calculating and costing the additional staff that will be needed to deliver it without imosing rosters from hell on the existing workforce.

 

RMT General Secretary Mick Cash said;

 

“Despite all the bluster from Boris Johnson Londoner’s need to be aware that Night Tube was rushed and botched from the off and that is why five weeks before it starts staff are striking because they will not accept that their work/life balance should be wrecked to plug the gaping holes in staffing capacity that should have been dealt with from day one.

 

“It is a measure of the current shambles that no further talks are planned and staffing posts essential to delivering a safe extension of operating hours are still being axed. That is ridiculous.

 

“Millions of week day commuters, who fork out a fortune in fares, risk seeing their safety compromised and their services reduced to chaos so that a few thousand revellers can be shipped home in the early hours of Saturday and Sunday morning and experienced tube managers know that. We urgently need to get talks convened with tube professionals who understand the reasons behind a crisis which should never have been allowed to get this far. ”

 

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Latest RMT Circular

23rd July 2015                                                             Circular No IR/175/15

 

Dear Colleagues,

 

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

 

Further to my previous Circular (IR/170/15, 17th July 2015), the union’s General Grades Committee yesterday considered the latest situation in our dispute with LUL over Pay and Night running. Firstly I wish to congratulate LUL members for their steadfast resolve and determination on the recent days of action. This magnificent show of solidarity sent a crystal clear message that members demand a decent offer to keep pay up with the cost of living and adequately compensates for the introduction of night running.

It is clear the continuous Overtime Ban is biting hard. So much so that management have been making desperate attempts to paper over the cracks by riding roughshod over our agreements which ensure the safety of staff and passengers alike. It has become so serious we have been forced to report LUL to the ORR over a series of breaches of safety protocol last weekend. Talks at ACAS were cancelled this week as we were called to attend an emergency meeting with the ORR to discuss these breaches.

The GGC had considered the matter and, in addition to the ongoing overtime ban, all members are instructed as follows: –

  • From 0330 hours Tuesday 28th July 2015, until further notice, members are instructed not to train or familiarise any London Underground Employee or contractor in any working practice/s that are not a normal, contractual and agreed job task work location of the trainee.

In addition from 0330 hours Tuesday 28th July 2015, until further notice, all Train Operators and Instructor Operators are instructed as follows: –

  • Drivers are instructed to check whether their train has been prepped within the previous 24 hours before bringing their train into service.
  • If the train has not been prepped within the previous 24 hours, do not bring the train into service. 
  • If the train has been prepped within the last 24 hours, but this has been carried out by unqualified personnel, do not bring the train into service.

 

We continue to try to resolve this dispute but LUL has failed to properly address our claim. Their current offer is totally divisive and they have completely failed to address the wider issues of your work/life balance caused by their reckless efforts to bulldoze through the introduction of Night Tube. The offer was designed to buy off the minority to the detriment of the majority – over two thirds of staff would not benefit from any payment for Night Tube. Furthermore, there was not any commitment to ensure that other grades would get a payment as and when Night Tube is rolled out across London Underground.

The recent strike days were rock solid and the ongoing overtime ban is having a drastic impact on their ability to run a service. Regrettably their actions to try to undermine the action have had such serious safety implications that, we have been forced to take this matter to the highest level of the Office of Rail Regulator.

In addition to the above the GGC has also instructed our Traincrew representatives as follows relation to the rostering of overtime: –

  • Traincrew representatives are instructed not to allocate duties on bank holidays incurring overtime. Every effort should be made not to allocate any overtime at all but if it becomes apparent that this is not possible, then you should withdraw from the process and inform management this is a union instruction.

LUL should be focusing their efforts on tabling a decent offer which rewards our members’ hard work and loyalty and genuinely compensates staff for dramatic affect Night running will have on working conditions.  I urge members to continue to stand firm and take the above action as well as continuing to adhere to the ongoing overtime ban. The strike action called from 5th August is still in place but in the meantime we will continue to seek a negotiated settlement.

I shall keep branches fully informed of any further developments.

 

INTRODUCTION OF AGENCY TRAINERS – FLEET – LONDON UNDERGROUND (LUL/13/2)

Branches will be aware that we have been in dispute with London Underground over the plan to use of Agency staff to undertake training. This action by management was in breach of the Fleet Core Work Agreement and the training organisation agreement reached in discussions at ACAS. On top of this there had been a total lack of consultation over this important issue.

Members on Fleet were balloted for strike action and action short of a strike which resulted in an overwhelming Yes Vote on both questions. The GGC called industrial action by instructing our trainer members not to train any contractor or non LUL employee, and no fleet member to attend any course run by a contract trainer. We also initiated a continuous overtime ban.

This action has been in place since 8th August since when our negotiating team have been in intensive talks with the company to resolve the matter. I am pleased to advise branches that we have now reached agreement with the company on the issues in dispute and consequently all industrial action in this dispute has been suspended.

Please Note: Fleet members remain instructed to take industrial action as per previous instructions under the Pay and Night tube dispute. 

The agreement reached is quoted below : –

  1. The existing agency trainers will be offered fixed term contracts on standard LU terms, including entitlement to the benefits afforded to permanent staff. These contracts will be for a minimum one year term. Any fixed term staff will be entitled to apply for permanent roles within the organisation, where they have the requisite skills and experience.
  1. Going forward, in line with existing arrangements, vacancies will continue to be offered to internal candidates with the appropriate skills, either on a permanent or secondment basis.
  1. However, there may be circumstances, for example due to time constraints or lack of internal skills where it may be necessary to engage external short term resources, for example where the skills do not exist within the organisation.
  1. In such circumstances the business will discuss with the recognised trade unions before making any such appointments. In addition, the business will update the Fleet Functional Council as and when there are significant changes in the forecast demand in that area. This will enable us to identify potential longer term roles for any fixed term contract employees on an ongoing basis.
  1. With regard to representation within the training area, as you know, under our existing agreed machinery, trainers are represented at the MATS Council as well as in the asset-based councils. Within those councils, both locally and at functional level, it is for the trade unions to decide upon their representatives, whilst remaining within the agreed numbers. Notwithstanding the above, we have in the past allowed other trade union members to attend and take part in consultation meetings where this is in the interest of good industrial relations. The Training re-organisation is a practical example of where this approach has worked well. Pending any future amendment to our agreed machinery we do not propose to alter this position.
  1. On the basis of the above, your trade union acknowledges the agreement for flexibility reached as part of the ACAS settlement relating to the Training reorganisation.

This agreement is a major achievement as, thanks to the solidarity of members, we have completely reversed the outsourcing of trainers. I would like to thank our fleet members for their unity and determination which has made this deal possible.

 

EVERY JOB MATTERS – DEFENDING JOBS ON LONDON UNDERGROUND (LUL/14/5)

Further to my previous Circular (IR/170/15, 17th July 2015) the General Grades Committee has considered and endorsed a resolution from Neasden Branch concerning our ongoing Every Job Matters dispute which is copied below in full.

“Strike action, taken by four unions on 8/9 July was a massive show of determination from tube workers to oppose LU’s imposition of more unsociable rosters and the FftF programme on stations. Fleet members also showed their opposition to the use of agencies in the provision of training.

We applaud the work done by our CofE member and RO in building a united response with the other trade unions and their counting work to bring together all transport workers under the TfL umbrella in further action. We also endorse the strategy employed to date of RMT negotiators in all three disputes.

We call on our negotiators to continue raising the following central demands:-

  • No member to be required to work a greater proportion of shifts as nights or weekends than are contained in equivalent local rosters now. Where members volunteer to work additional nights/weekends then additional time off will be given.
  • LU must address all outstanding issues of dispute between us.
  • No use of agency staff in training of LU Fleet maintenance members.
  • LU must agree to work towards a four day week for all staff covered by the current pay talks.

 

We endorse the decisions of the CofE to call two 24 hour strikes in conjunction with the other three recognised unions in the furtherance of these demands. We support the approach of the CofE, which has been to raise the issue of escalating action with the other unions but to prioritise the unity of four unions at this stage.

We condemn LUL for their divisive response to our action. It is clear that LUL are attempting to break the unity of tube staff by making different offers to train operators and refusing to suspend the implementation of station rosters while agreeing this on trains. RMT fight for a fair outcome for all grades and continue to seek support from all members for further strike action.”

The industrial action called to take place from 5th August is still in place along with the continuous overtime ban. I will keep branches informed of any further developments.

 

BREAKDOWN IN INDUSTRIAL RELATIONS – INTERSERVE (LUL SSL/BCV CONTRACT) (LUL/14/2)

 

A resolution has been received from Finsbury Park Branch which is as follows: –

“Finsbury Park Branch calls on the General Secretary to conduct a ballot for industrial action among our Interserve cleaning members on LUL to deal with systematic deductions of pay from our members and routine harassment and dismissal of our members.”

Having considered the resolution, the General Grades Committee has decided to convene a meeting of our union reps and key activists in Interserve on LUL. The President and Secretary of the London Transport Regional Council will also be invited. This is to discuss how to take forward the issues raised in the resolution from Finsbury Park.

I will advise branches further as soon as the GGC has considered the matter further.

 

BREAKDOWN IN INDUSTRIAL RELATIONS, TRAIN OPERATORS, PICCADILLY LINE – LONDON UNDERGROUND

 

The following resolution was submitted by Piccadilly and District West Branch which has now been considered by the GGC.

“This Branch is appalled at the sacking of Paul Okoro.

 The CDI panel made its judgement on Paul answering his phone while in control of train 251.

 This blatant misrepresentation of the facts; where even the main evidence against him from the trainer stated “he did not answer his phone till he was in the saloon”.

 We further note the deterioration of industrial relations on the Piccadilly Line with management acting with impunity over attendance/rainbow issues and failing to abide by these policies.

 Further we are aware that Train Operator Paul Davies from Arnos Grove is stood down for an issue involving a miscommunication where a signal operator involved has been given a corrective action plan whilst the train operator faces a company disciplinary.

 This Branch calls on the C of E to conduct a ballot of all Train Operators at Acton and Northfields train depots and after further discussions to extend this across the Piccadilly Line.”

The GGC has considered this matter and has noted the resolutions passed by both Finsbury Park and Piccadilly and District West branches on this issue.

 Following a meeting held between the C of E member for the region and officials of both branches and representatives in the area, the following issues were identified as being unsatisfactory and unresolved:

  • Breaches of agreed SPAD management processes with members being unnecessarily redeployed to stations grades despite agreements that different outcomes are possible. Further it was noted that there were identified issues of weak brakes on certain units of rolling stock on the line not being taken into account along with training for new drivers being cut from 20 weeks to 14 weeks with a consequent impact on SPAD and other safety incidents.
  • Breaches of LUL’s attendance management policies with the application of an arbitrary capability/rainbow attendance management scheme that is not incorporated into any of LUL’s policies and not written down. This is leading to our members who are fit and at work being called into meetings where they are threatened with attendance improvement targets which if not reached may end in their termination of employment with LUL. Also agreed attendance processes are being flouted and abused with machinery meetings being refused to address them.
  • Breaches of LUL’s Discipline at Work policy with items of performance being pursued to CDI and LDI outside of agreed processes and the continued dismissal of Bro Okoro being upheld despite appeal. This is a punitive application of this policy amounting to bullying and intimidation of our members and is not acceptable. The reinstatement of Bro Okoro is central to the resolution of this dispute.
  • Unresolved and unsatisfactory progress being achieved in the machinery of negotiation regarding the opening of Cockfosters depot with many issues being unresolved including the provision of adequate parking spaces for our members and other issues. The above issues are core but not exhaustive grievances of our members on the line.

We will therefore be declaring ourselves in dispute with London Underground on these matters and begin preparing a matrix for our Train Operators and Instructor operators members on the Piccadilly line for a ballot for strike and action short of strike action. Reasonable assistance will also be given to the branches in prosecuting this dispute, including publicity and reasonable loss of earnings for activists to campaign on these issues on the line and deliver a strong yes vote.

 RATES OF PAY AND CONDITIONS OF SERVICE 2015- TUBE LINES (LUL/0001)

The following resolution was received from LU Engineering Branch concerning our Tube Lines Pay claim: –

“This Branch notes that the reps voted unanimously for industrial action over the issue of pay and night tube.

 We therefore ask that the GGC acts on those wishes and instructs the Regional Organiser to obtain a final offer from Tube Lines on both issues as a matter of urgency and certainly by the end of July. If the offer is not significantly improved then the members are balloted for strike and action short of strike.”

 The GGC has considered this resolution and I will be seeking a significantly improved offer from Tube Lines. However if this is not received, Tube Lines members will be balloted for industrial action. I am in the process of preparing a ballot matrix in line with this decision and will keep branches informed of developments.

 

RATES OF PAY AND CONDITIONS OF SERVICE 2015 – EXTERION MEDIA (LUL/0001)

Negotiations for our members’ pay claim have concluded and the following offer has been accepted by the GGC:-

  • A 2% increase backdated to 1st April 2015.

The Company has been informed of our acceptance and I have requested that the increase and any back monies are paid at the earliest opportunity. The outstanding issues will be dealt with in three months’ time at a formal meeting with the Company and our representatives.

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LUL Declares War on Engineering

LUL, have decided to wage a war against Engineering rather than deal with the underlying issues surrounding pay and night tube. These words might sound like harsh and mellow dramatic words however the facts speak for themselves.

So what have LUL planned to do that is so confrontational?

  • Training Cleshars staff to undertake Track Patrolling
  • Looking to Network Rail to undertake Cable Linesman work
  • Getting contracting companies to undertake Signalling Work. With some contractors arriving for work in a Porsche to highlight the pay they are receiving.
  • Changing the Rules to eliminate or reduce the need for internal staff to carry out certain roles such as possessions
  • Wholesale outsourcing of core work
  • Wholesale ignoring of the CMO Roster Agreement and Track Agreement on Rostered Rest Days

CMO Roster Agreement

 

Following a full discussion at our branch last night, it was decided that the only way to stand up to a bully is to fight back. And fight back we will. The following resolution was carried unanimously last night and will now go to our Union Executive to discuss and potentially agree the strategy to fight back and win

 

Emergency Resolution: LUL Strike ‘This branch notes and supports the work done to maintain inter-union unity to produce a stunning strike action that resulted in a total LUL shutdown by our GGC Member and Regional Organiser. This branch wishes for this Unity to be maintained and further all grades action is coordinated with our sister unions.

We also note that LUL are attacking our members over the issue of non-working of overtime. This includes long term threats to the job security of track, signals and power and electrical members through rule changes and outsourcing of work.

To confront this we request the GGC remove the overtime ban in Operational Areas covered by this branch. We however request that the following action is brought forward:

  • Tactical overtime ban action aimed at ending the large weekend engineering works
  • Instruction to our assessors and trainers to refuse to train and assess outside staff to take our work
  • Liaise with Network Rail members to refuse to work on LUL infrastructure
  • Members are reminded to follow the Rules in totality and to take their meal breaks.
  • Full strike action up to three day period, again aimed at maximising the disruption to Engineering and Maintenance Works across LUL.

This branch also believes that any dispute settlement should include

  • The removal of the threat to rewrite the Rule Book and contract out our work whether, it is signals work to Kelly Rail, Power and Electrical Work to Network Rail and Track Patrolling to Cleshars (or any other contractors).
  • A substantial pay rise at least to the level of the Network Rail settlement
  • Recognition of our right to a family life for now and future expansions of night tube. That should include working towards a 32 hour week. Sunday to Thursday staff moves to be voluntary. Rostered rest days to be protected and expanded. All agreements abided by including the CMO Roster Agreement. A substantial financial incentive for these changes and acceptable completion of all health and safety talks.’
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LUL Secret Plans for Night Tube

Senior Management have revealed their secret plans to force people to work Sunday to Thursday. The Head of Infrastructure Bakerloo, Central, Victoria and Waterloo & City Lines stated that he wanted to put all rostered track staff onto Sunday to Thurday and remove their rostered rest days despite this proposal never being placed before the Track and Signals Functional Council. LUL need to be mindful that last time they tried to force roster changes onto the Engineering side, they suffered a very bloody nose. So it is important to that should the talks at Acas fail, that we get as large a YES vote in the coming ballot to let LUL know that we will work with them on Night Tube but not at the expense of seeing our hard won agreements ripped up and dismissed.

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Latest LUL Circular

 

 

 

 

OFFICIAL CIRCULAR

 

TO ALL BRANCHES AND REPRESENTATIVES

ALL UNDERGROUND AND FORMER LT EMPLOYERS

 

 

4th June 2015                                                            Circular No IR/144/15

 

Dear Colleagues,

 

EVERY JOB MATTERS – DEFENDING JOBS ON LONDON UNDERGROUND (LUL/14/5)

 

Further to my previous Circular (IR/081/15, 23rd March 2015), members will be aware that the Union continues to oppose and resist all cuts in jobs, pay and conditions at London Underground and the following resolution has been received from Finsbury Park Branch:-

 

“This Branch believes that LUL’s latest pay offer, including Night Tube, is completely inadequate and an insult to the hardworking men and women who deliver a world class service for London. If Night Tube is to work, the staff have to be properly rewarded for the extra antisocial hours and the disruption to their work/life balance.

 

This Branch believes that LUL’s Fit for the Future (FfF) programme is an appalling attack on the working conditions of London Underground station staff and will lead to a system that is unsafe for customers and staff.

 

This Branch instructs the RMT NEC to:-

 

  • Call an all grades ballot for strike action and action short of a strike in pursuit of our pay claim, our demand for a reduction in our working week, and our belief that Night Tube should be properly staffed and properly rewarded.

 

  • Call a ballot for strike action and action short of a strike for RMT station staff and a ballot for action short of a strike for all other grades in support of RMT’s Every Job Matters campaign.”

 

This matter has been considered by the General Grades Committee, which has taken the decision to re-ballot all of our Station Staff members on London Underground over the dispute regarding Every Job Matters which, despite huge opposition from staff and the public remains unresolved. The issues included in this dispute are as follows:-

 

  • The closure of London Underground Ticket Offices
  • Loss of round the clock Station Supervision
  • Non Filling of Vacancies across London Underground
  • Restructuring of Station Staff, with job roles changing and staff being re-evaluated for their own jobs
  • The unacceptably high number of job losses
  • The unacceptable rosters being imposed on Station Staff, including lone working
  • The unacceptable displacement of huge numbers of staff on London Underground
  • Detrimental changes to employment policies

 

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

 

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

 

Further to my previous Circular (IR/124/15, 14th May 2015), members will be aware that the pay offer received from London Underground consists of a 0.75% increase effective 1st April 2015, and an RPI increase in 2016. Also included, in return for the future operation of Night Tube, is a non-consolidated lump sum payment for all COO and CPD Operational to be paid at two stages of £250, making £500 in total. Train Drivers and Track and Signals staff only would be offered a further £250 for Night Tube running.

 

This offer has been rejected and following the resolution received from Finsbury Park Branch (as above) and a resolution received from LU Engineering Branch, the General Grades Committee has taken the decision to conduct a ballot of all our London Underground members for strike action and action short of strike action as the pay offer from management and the proposals for and imposition of Night Tube are unacceptable.

 

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

 

INTRODUCTION OF AGENCY TRAINERS, FLEET – LONDON UNDERGROUND (LUL/13/2)

 

Further to my previous Circular (IR/107/15, 23rd April 2015), members will be aware that preparations were underway to conduct a ballot for industrial action of all London Underground Fleet members over the Company’s intention to employ agency trainers at Ruislip Depot. The LU Fleet Branch also submitted a resolution on this matter and the Company has now been informed that a dispute situation exists.

 

The ballot papers will be posted out to all LU Fleet members on Tuesday 9th June and the closing date for this ballot is Tuesday 30th June 2015. I will keep Branches advised of all further developments.

 

DISMISSAL, N. ROBERTS – LONDON UNDERGROUND (LUL/4/1)

 

Further to my previous Circular (IR/070/15, 12th March 2015), members will be aware that preparations were underway to conduct a ballot for industrial action of all Station Grades members at East Ham, Tower Hill and Embankment over the unfair dismissal of Brother Noel Roberts. The Company has now been advised that a dispute situation exists as this Union finds it completely unacceptable that a long-standing employee is dismissed on spurious medical grounds, despite being cleared as fit for duty by his GP, London Underground Occupational Health and even the East Ham GSM who dismissed him.

The ballot papers were posted out to Station Staff members at East Ham, Tower Hill and Embankment on Wednesday 3rd June and the closing date for this ballot is Tuesday 16th June 2015. I will keep Branches advised of all further developments.

 

M DOOR ALARM PROCEDURES, JUBILEE LINE – LONDON UNDERGROUND (LUL/14/10)

 

The following resolution was received from our Jubilee South Branch:-

 

“This Branch is concerned that once again a new procedure has been introduced on the Jubilee Line which decreases safety checks in order to avoid disruption to the train service.

 

The latest Jubilee Line supplement changes the procedure for responding to an ‘M door alarm’. Previously a rear M door alarm would require the train driver to stop the train where it is and check the rear M door is secured before proceeding. LUL want to alter this procedure so that the train can continue to the next station and then be checked.

 

We ask that the Union Executive take whatever action is necessary, up to action short of strike, to prevent LUL imposing this new process.

 

We also note that recent changes to procedures for train drivers effectively remove or less the role of the train driver and subsequently are less safe. We believe LUL’s primary aim is to enable the introduction of driverless trains”.

 

The Lead Officer has also raised this issue with the Company however, the situation remains unresolved. The General Grades Committee has now taken the decision to ballot our Train Operators and Instructor Operators on the Jubilee Line for industrial action short of strike action. I am currently acting in accordance with the above decision and will keep Branches advised of all further developments.

 

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

 

Further to my previous Circular (IR/124/15, 14th May 2015), members are congratulated for their solidarity in returning a magnificent result in favour of taking strike action however, despite being given numerous opportunities by our negotiators, Interserve has failed to take the initiative to resolve this dispute. The General Grades Committee considered this matter and took the decision to instruct members not to book on for a 48 hour period between Wednesday 27th May and Friday 29th May 2015.

 

The determination and resolve of our members is absolute in this dispute and the General Grades Committee has now called further action and instructed our Interserve (KAD) members NOT TO BOOK ON FOR ANY SHIFTS THAT COMMENCE BETWEEN:-

 

  • 05:30 hours on Monday 8th June 2015 and 05:29 hours on Wednesday 10th June 2015.

 

I am sure all Branches will show their support for these members who continue to fight for fair and decent wages and for long-standing agreements regarding differentials to be maintained. I have advised the Company that we remain available for talks at ACAS to resolve this dispute but management have stated they are unable to attend a meeting until late next week. I will keep Branches advised of all further developments.

 

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

 

Further to my previous Circular (IR/124/15, 14th May 2015), members are congratulated for their solidarity in returning a magnificent result in favour of taking strike action. This prompted some movement from KAD management and our RMT Reps recently attended a meeting with the Company where the following revised three year pay offer was tabled:-

 

Year One

  • A 2% pay increase, backdated to 1st January 2015 (including for allowances) and running to 31st March 2016.
  • Those with a salary of less than £30,000 will receive a minimum increase of £750.

 

Years Two & Three

  • An increase of March RPI + 0.25%, with a guaranteed minimum increase of 1.5%.

 

  • To reflect the movement of the pay anniversary date, one additional day’s leave will be given in 2016 to each member of staff employed on 1st January 2016. This extra day of leave applies to 2016 only and is equivalent to 7 hours. Usual rules for rostering and/or booking of annual leave will apply.

 

The General Grades Committee has considered this matter and the improved offer from the Company and taken the decision to conduct a referendum with a recommendation that members VOTE ‘YES’ TO ACCEPT THE OFFER. The voting papers were posted out to members on Tuesday 2nd June and the closing date for this referendum is Tuesday 16th June 2015.

 

I will keep Branches advised of all further developments.

 

RATES OF PAY & CONDITIONS OF SERVICE 2015 – TUBE LINES (LUL/0001/TL)

 

In line with Union policy, a claim was submitted to the Company for a substantial increase in rates of pay and improvements to conditions of service. The Company initially tabled a 0.5% pay increase which was rejected. At a further recent meeting, the Company offered a two year deal which was the same as the offer received from London Underground – a 0.75% increase in year one, an RPI increase in year two and a one-off payment in return for the introduction of Night Tube. Following our rejection of the offer, the Company advised that this was not its final offer and agreed that further meetings would take place.

 

The General Grades Committee has considered this matter and taken the decision or convene a meeting of Tube Lines Reps to discuss the pay offer and to decide whether or not they wish to be balloted for industrial action alongside our London Underground members. I am currently acting in accordance with this decision and will keep Branches advised of all further developments.

 

 

 

 

COMPULSORY OVERTIME, TRANSPLANT DRIVERS (RUISLIP DEPOT) – TUBE LINES (LUL/8/10)

 

The following resolution was received from our London Underground Fleet Branch:-

 

“This Branch calls on all RMT Ruislip Depot Tube Lines Night Transplant Drivers to be balloted for strike action and action short of a strike, to defend our members’ rights and to fight back against the imposition of compulsory overtime.

 

LU continuously book a number of transplant trains paths to stable after 06:15am at Ruislip Depot when management are fully aware that their shift finishes at 06:15am this is unacceptable to our membership and we expect management to adhere to our members’ contractual hours”.

 

This matter has been considered by the General Grades Committee, which has noted the reports on file and taken the decision to organise a ballot of Tubelines Night Transplant Drivers at Ruislip Depot. I am currently acting in accordance with this decision and will keep Branches advised of all further developments.

 

BREAKDOWN IN INDUSTRIAL RELATIONS – THALES TRANSPORT & SECURITY (GTS) (LUL/14/2)

 

Further to my previous Circular (IR/098/15, 10th April 2015), members are commended for returning a solid vote in favour of taking industrial action. A number of meetings then took place with the Company and following lengthy discussions, an agreement was reached and the Company provided the required assurances and protections regarding redundancies and rosters. The threat of compulsory redundancies was withdrawn, all affected staff will retain their alignment compensation and members in an alternative role will have their pay protected for a period of 12 months so they do not suffer a detriment, all at risk members will get the opportunity to apply for Rapid Response Technician roles ahead of other staff. The Company has withdrawn its unacceptable roster proposals and all future rosters will be discussed through the machinery of negotiation.

 

This matter has been considered by the General Grades Committee and as confirmation of the agreement has now been received in writing from the Company, I have advised that the dispute situation is resolved.

 

Yours sincerely

Mick Cash

General Secretary

 

Posted on

March 2015 Track and Signals Functional Minutes LUL

Please find attached the March 2015 LUL track and Signals Functional Minutes

 

Track and Signals Functional Council Minutes 3 March 2015_RMT Clean

 

TRACK & SIGNALS FUNCTIONAL COUNCIL
MEETING HELD ON TUESDAY 3 MARCH 2015

AT 10:00, HAMPSTEAD ROOM, GROUND FLOOR, WESTFERRY CIRCUS

 

Management Staff Side
Mr Bob Doyle (Head of AP SSL – Chair) Mr Andy Littlechild (RMT)
Gary Warner (Engineering Director), Mr Paul Grant (RMT)
Mr Gary Russell (Head of MIS)Mr Neil Hyde (Head of Permanent Way)Mr Jamie Stapleton (HR Business Partner)Ms Samantha Curniffe (Employee Relations Manager)

Mr Sayara Ali (Employee Relations Support Manager)

Minute Taker???

 Mr Peter Ashley (RMT)Mr Paul Jackson (RMT)Mr Mark Harris (RMT)Mr Les Harvey (RMT)

Mr Niall Lynch (RMT)
Mr Paul O’Reilly (RMT)
 

 

GUEST: Joe Hickey (Access Solutions Manager), Doug Hammersley (Protection Implementation Manager),

Ben Wells (Unite), Scott Godfrey (RMT)

 

APOLOGIES: Mr Simon Milburn (Signal Incident Systems Manager), Mr Rick Taylor (Area Infrastructure Manager)

 

ITEMS
1. Adoption of Previous MinutesMinutes from the previous meeting were agreed.2. Arising & Outstanding Matters

Minutes 11 December Item 17.8 Parity with SSMs

RMT said that this related to SSMs at Osborne house and Baker street and that there was an individual who was paid considerably more than their counterparts. Mr Doyle said that he would give a response on the issue.

 

3. Previous Actions

Actions of 11th December2014

Action 4, Item 11 Increase in Payment for IRSE Assessments/ Principles Tester

Mr Doyle said that consideration had been put to this matter and concluded that the existing payment was adequate.

The RMT did not accept this answer and believed that the amount of work and changes to the process meant that the existing payment needed to be increased.  FAILURE TO AGREE

RMT also stated that they believed the Payment for Principles Testers was too low.  Mr Milburn to review and reply to the Trade Unions

Action 5, Item 13 – Canteen Facilities –Stratford

Mr Doyle advised that there was no bar on staff eating their own food. He added that staff are required to take off their PPE before entering the canteen facility. The RMT stated that they believed this needed to be relayed to the canteen staff involved

Action closed

 

Actions of 25th September 2014

Action 3, Item 1.1.4 Closure of Hainault

Mr Doyle said that his investigation had determined that the individual had a substantial pay increase in the same year which was considered to include the payment for site person in charge duties.

Bob Doyle had agreed to meet the individual along with the TU side to discuss the matter

 

Action 4, Item 1.1.6 Handheld devices

Mr Doyle said that as per the update on the actions list the management team had supplied the bare bones of the draft agreement and they were awaiting TU feedback.

 

Action 6, Item 1.1.8 Overtime Limit

Management stated that the overtime limit was an average and was reviewed on a job by job basis. It did not include individuals working in other areas such as CPD

4. Recruitment & Transfer List Across Track and Signals

The lists were shared. The RMT stated that th elist were incorrect and needed updating

 

5. Skills Training Review

[The lists were shared, no issues raised.]

 

6. Maintenance Capability Update

Mr Doyle said that the Patrolling changes on B&V had been implemented and the changes in regard to the Central line had been agreed in principle.

 

7. Organisation Update

[There were no updates to give.]

 

8. Sentinel

Mr Hickey explained that LUL was moving away from LUCAS to Sentinel (the LUCAS contract was expiring on 1st April). He said that from 1st April 2015 there would be no requirement for LUL staff to have a LUCAS card but that they were still expected to maintain their competence. He said that the LUCAS card was only used to gain access to the LU infrastructure. (Post meeting Update – It is now mandatory for LU staff attending worksites to undergo the on-line Worksite Safety Induction on the eZone).

 

9. Permissioning

Mr Hickey outlined that Permissioning was moving away from people working out for themselves when traction is off to being told. Requirements will be put in the new SCADA system where people can book on and get confirmation back from SCADA to keep traction current off until the track is cleared. He said a Proof of Concept prototype App had been developed by the Innovation team; this App will communicate with a server and utilises QR codes to simplify entering the work booking and sentinel numbers. Potentially some of the set up could be done by the administrator or manager beforehand and the person providing protection would be given a unique booking reference. The system comes back with details of competencies and the work booking.

 

Mr Hickey explained how track can be booked out as a possession, how to update a working party and check their competencies. He demonstrated how the app would work and that it could be used to increase/decrease track access and where individuals are starting and leaving the track. He said that the system identifies hazards with the use of the Sabre number. A standard declaration is produced with a booking reference which staff can use to book on directly. The QR code can be used by Station Supervisors to go on PICER which is quicker and easier at the station.

 

RMT queried whether the system would apply at depots; Mr Hickey said this wouldn’t really be the case. He said that the app could pick up if the wrong QR code was scanned for the work that is intended to be done. He informed that it can check if traction current is in a booking, if it’s off and if the last train has left – it then confirms if track access can be granted (alarms etc. can be seen if applicable).

 

RMT asked what would happen if there was an over-run. They also asked whether staff could leave from different locations if for example they did not get as far as they had intended. Mr Hickey said that the Protection Master should know where staff are going. Mr Hickey confirmed that the change would also be discussed at Tier 2.  He estimated that go live would be in 2019, in the mean time work rules need to be finalised and feedback received on them from users. Mr Hickey said that the contract for SCADA was going out to tender in the middle of March. Mr Warner explained that the current system will be replaced in 2018.

 

RMT asked what the process would be if the system crashed, Mr Hickey advised that zonal protection and other protection to set people on track.  He said that everything was based on SCADA so if SCADA fails staff wouldn’t go onto the track anyway. RMT felt that assumptions were being made; Mr Hickey explained that this was why he was working with the Trades Unions – to work through assumptions etc.  He said that what was being shown was a prototype to test the waters.

 

RMT felt that QR codes on platforms would be used to monitor staff whereabouts and times and would be unacceptable. Mr Hickey explained that they would be used to confirm an individual’s location and confirm that traction current was off; this does not necessarily have to be done utilising QR codes as there maybe a better way of confirming location. The QR codes were used as a simple method of showing the concept. RMT asked how management could stop members of the public taking a picture and hacking the system. Mr Doyle stated that this would not be possible as they would not have the necessary code or passwords etc.

 

The RMT stated that there was massive health and safety issues associated with Permisssioning and that LUL was basicfally asking our members to risk their lives on the say so fo a mobile phone game.  This matter needed to be fully discussed there

 

The RMT also felt that this would lead to to demise of the TAC’s and other job losses and wanted this  to be discussed further

 

10. ACAS Agreement and associated meetings i.e. incident/rainbow

RMT stated that they did not accept Rainbow but that as part of the Acas Agreement, any case would be reviewed prior to any meeting on the matter. They said that there had been a case on the District line that had to be stopped as it had proceeded without Mr Doyle’s review. The RMT stated that they was to be understand his review process and have a line of communication on this review

 

11. Changing the framework agreement with reference to the training selection

RMT said the Signals framework agreement needed adjusting. It had been agreed at an Adhoc Directors review on stations to introduce Support Fitter Grades on stations only. Also there was issues with the signals selection process for courses and it may be discriminatory. It was suggested that therefore selection moved to a trade test undertaken by the school

 

12. Introduction of Support Fitter (Stations)

Mr Doyle said that there was a Directors Review as in 11 above. The only outstanding issue was agreeing the grade progress requirements to Support Tech in that area

 

13. Apprenticeship Issues: Tubelines – Pensions/Four Counties

RMT wanted to know what input Four Counties had and felt that LU should stop using them. Mr Doyle said that there were discussion going on as to why they had failed the OFSTED inspection and how LU may be able to help them until there is another solution.

Action: Acquire and share details of Four Counties involvement in apprentice training and share with RMT.

RMT stated that they believed that LUL apprentices taking jobs on Tube Lines would lose their right to remain in the TfL Pension Scheme. This they believed was against agreements to with this union and removal of anyone from the scheme would be unacceptable. Bob Doyle said he would investigate

 

14. CPD Resource planning for Christmas 2015 and review of leave

There was a query over the resources that may be needed over this period.  Mr Hyde advised that the 2014 arrangements had been successful and that the involvement of the RMT had been useful. He said that definitive knowledge of the work bank for this year was not yet known but the expectation was that a similar resource level would be required as was used in 2014.

It was agreed to review the staffing levels by July so as avoid any issues with resourcing as occured in 2014

 

15. Christmas and Boxing Day Payments for all Staff

The RMT stated that their members were aggrieved over Christmas Payments mainly for Christmas Day and Boxing Day. Mr Doyle said that if the RMT put something forward it could be discussed. RMT said that Tubelines staff were being paid and LU staff were not, as were LUL drivers.

 

16. Night Tube Update

Mr Doyle said that the issue had been included in the pay discussions and that the matter now sat at Company Council. RMT said that LUL had asked for functional position statements to be created. Mr Doyle said that there were certain things such as Banked Rest Day’s that needed clarify as to what was in his gift or within the remit of the Company Council discussions.

 

17. UKPN Update

An update was given with regard to the proposed new Framework for the Power Distribution Group. The Framework had been sent to company council for ratification and RMT and Unite had said that there were some matters that they wanted to take away before it could be ratified to discuss with their members. A further JWP meeting was scheduled for the following day.

 

18. Stores re-org position (Plant & Equipment Manager) to be made available to light duties staff

RMT said that his post was originally amongst talks in SSL and BCV. They said that that role is being undertaken by NPL that the RMT wanted to be made permanent.

Mr Hyde said that the role needs to be looked at and management need to decide whether the role should remain and if so where it sits. He suggested that it should be looked at by Denise O’Connor as part of the stores review.

The RMT also raised why a former employee was being used to run an informal stors in Signals at Acton and wnated her removed and the role offered to someone who was medically restricted or other internal staff

Action: Liaise with Denise O’Connor re status and continuation of Plant & Materials Manager role

 

19. Cody Road, Lillie Bridge Update

RMT stated that they were aware that the proposed change was a work in progress, no decision had been made. Management were reviewing what RMT had put forward. Miss Curniffe stated that the RMT proposal was similar to the proposal that had been put forward by management and another meeting was scheduled for 1st April to continue the discussion. RMT said that John Lambert would ascertain what happened to Stores staff and that while staff would be spoken to they did not want staff to be asked to agree to anything.

 

20. Review of TBTC Training given by Stratford Staff

RMT said that at the moment Tubelines were delivering the training, the course is so complicated that people are struggling to pass it. They said that it was a 3 week course with a 3 hour written paper and a half day practical.  RMT said that they had concerns that the course should be testing on what’s taught and trained.

Action: Paul Campbell to review the syllabus

 

21. Internal Track Staff side-lined in favour of external labour

RMT said that they want a framework for Track as they felt that certain work should be carried out internally. Mr Russell said that a meeting would be arranged to discuss overtime and work to be done by internal labour.

Action: Mr Russell to convene a meeting regarding overtime and work to be done by internal labour.

 

22. Use of agency signals staff i.e. Kelly Rail at Acton

RMT said that they wanted a reduction in the use of contractors and that they thought that the posts would not be difficult to fill.

Action: Mr Hyde to look at issue outside of the Functional Council as long as there was a guarantee that shifts would be covered.

 

23. FRC Rep position in with Ops Managers

RMT said that they did not agree why their colleague was not recognised as a rep, they had an email from some time ago which stated that she was a rep. Miss Curniffe said that representative status had to be looked at in line with the machinery which states that for Signals Maintenance and Incident Managers there are spaces for 2 RMT representatives. If the RMT want this individual to occupy a seat and there is a vacancy there was no problem with this taking place. However, in the event that there is no vacancy and both current incumbents want to remain an additional space would not be created.

Action: Ms Curniffe to formalise the position with regard to the FRC rep

 

24. CPD Denial of access to LU Grievance procedure for TDU employee

RMT said that they have a member in TDU that put in a grievance and was told it would not be heard. They said that it had been raised at Stage 2 with George McInulty who had received some advice from PMA management that they did not agree with. Mr Hyde stated that the legal advice was that the issue was not a grievance. Miss Curniffe advised that the issue had been raised outside of the grievance procedure and that the PMA manager was arranging a meeting to discuss the issue with the individual and his rep.

 

 

   
Meeting Closed 15:25  

 

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