Category: Metronet

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

Metronet Grades Dispute – ACAS Resolution (3)

 

 

Dear Brian,

 

Former Metronet Grades Dispute

 

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

 

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

 

 

Representation at fact findings:

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

 

 

Night Worker Issues:

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

 

 

Functional and Tier 2 Issues:

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

 

 

Train-borne Signalling:

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

 

 

TG Graded staff:

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

 

 

On-Call Roster Payments:

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

 

 

Patterning/Capability Management:

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

 

 

Removal of individual PMA:

This issue is resolved.

 

 

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

 

Incident Management:

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

 

 

Use of Contractors on Victoria Line

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

 

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

 

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

 

Yours sincerely,

 

 

 

Terry Deller

Senior Employee Relations Manager

 

 

Following discussions at Acas, the following agreement was reached

 

Dear Brian,

 

Former Metronet Grades Dispute

 

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

 

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

 

 

Representation at fact findings:

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

 

 

Night Worker Issues:

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

 

 

Functional and Tier 2 Issues:

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

 

 

Train-borne Signalling:

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

 

 

TG Graded staff:

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

 

 

On-Call Roster Payments:

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

 

 

Patterning/Capability Management:

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

 

 

Removal of individual PMA:

This issue is resolved.

 

 

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

 

Incident Management:

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

 

 

Use of Contractors on Victoria Line

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

 

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

 

 

The RMT have asked to meet LUL at Acas in order to avoid a dispute over the below issues:

1. Metronet Breakdown in Industrial Relations:
   1. VLU and onboard signalling being done by signals
   2. Incident Management Reorganisation imposed without talks being concluded in a rushed a ill conceived manner
   3. Representation rights at fact findings and harassment cases for all members 
   4. Treatment of night staff, Mondays/ medicals etc and failure of LUL to allow these people two nights off
   5. Use of pway contractors on the Vic Line to do signalling staff
   6. That management deals with all outstanding items and failures to agree from both Tier 2 and Functional within a timely manner
   7. The TG Graded staff be given the opportunity to convert to Q Grades
   8. That’s the on-call roster payments are brought in line with pay rises since 2007
   9. That the attendance at work policy is not redefined and reinterpreted in our area to allow Rainbow through the back door and to remove annual leave for people that are sick and go abroad to recuperate
   10. Certain HR PMA’s are removed from our sphere of influence and abuses to the Absence at Work Policy

All these issues have been outstanding for months and the situation is becoming intolerable to our members.

 

More details to follow following acas