OFFICIAL CIRCULAR
TO ALL BRANCHES AND REPRESENTATIVES
ALL UNDERGROUND AND FORMER LT EMPLOYERS
10th May 2018 Circular No: IR/228/18
Dear Colleague,
DISMISSAL, L. VIGO, TRAIN OPERATOR, BAKERLOO LINE – LONDON UNDERGROUND (LUL/4/1)
Further to my previous Circular (IR/209/18, 24th April 2018), the meeting of the Trains Functional Council Reps, Bakerloo Line Trains IR Reps and Senior Assistant General Secretary reached a clear consensus in relation to the appalling treatment of Brother Vigo who was sacked for obtaining a drink of water whilst on duty. It was noted that the company taking this draconian action has set a clear precedent which will put all Train Operators in the firing line for dismissal. The company’s action against Brother Vigo also flies in the face of natural justice, which is evidenced by him winning his recent Employment Tribunal case hands down.
The National Executive Committee has considered this matter and taken the decision to immediately ballot all Train Operator and Instructor Operator members on the Bakerloo Line and to follow this with a ballot of all London Underground Train Operator and Instructor Operator members if the company fail to reinstate Brother Vigo as a Train Operator following his ET remedy meeting next week.
I am currently making the necessary preparations in respect of this decision and would be grateful if all Branches could ensure all Train Operator and Instructor Operator details are kept up to date. I will keep Branches advised of all further developments.
INTRODUCTION OF WTT15 – TRAIN OPERATORS – JUBILEE LINE, LONDON UNDERGROUND (LUL/14/2)
Further to my previous Circular (IR/217/18, 30th April 2018), all Jubilee Line Train Operator and Instructor Operator members should now have received their ballot paper for the above ballot and I urge all members to make sure they return it, to reach the Scrutineer by the closing date of Thursday 17th May 2018.
If any member has not received their ballot paper, or knows of a colleague who has not received it, please call us on 0800 376 3706 or 0207 387 4771 and ask for the Industrial Relations Department or e-mail [email protected] as soon as possible. It is imperative that we get a massive return in the ballot.
PAY & CONDITIONS, SCL1, SCL2 & SM GRADES, HAMMERSMITH CONTROL CENTRE – LONDON UNDERGROUND (LUL/14/3)
Following extensive negotiations with the Company regarding the new Hammersmith Control Room, a final position has been received from LUL. The Lead Officer has consulted our Service Control Functional Council Representatives and affected members and the National Executive Committee has noted the recommendation on file and taken the decision to inform London Underground of our acceptance of the offer.
The agreement reached for Hammersmith SCC – SCL2 Competence & Pay Progression is as below and is in addition to agreements already secured in October 2016.
Guaranteed minimum pay points: Subject to individual commitment to developing to SCL2 Controller activity competence across all line at Hammersmith:-
- Four guaranteed minimum pay points created within the existing Pay Band
- Movement to each pay point determined by achieving prescribed competence
- Movement beyond each pay point continues to be achievable by demonstrating additional performance
- Similar progression will exist for Service Managers who achieve SCL2 (Line Controller) CBTC/Cross-line competence and “Step Down” under the PCSA agreement
- Similar progression will exist for Service Controller Level 1 who hold SCL2 (Line Controller) CBTC/Cross-line competence and “Step Up” under the PCSA agreement
- Minimum pay thresholds are based on 25%, 55% and 85% of the salary range
- Pay progression will have no impact on existing entitlement to Higher Grade working where that already applies
- Subject to there being no additional training & development, the company will apply the equivalent threshold point for starting salary should Hammersmith SCL1s be successful in securing a permanent SCL2 position at Hammersmith
The above will apply also to both transferring and new starters to Hammersmith. This provides scope for others within Service Control, should they wish, to transfer to and take advantage of enhanced pay progression for multiple line SCL2 Controller competence.
Guarantee for single line operations: Individuals at SCL2 level transferring to Hammersmith who wish to only work their current line will be able to do so and remain at Hammersmith for a period of at least 5 years (until May 2023). This guarantee will be reviewed at that point and will be extended in 2 year blocks if possible. If not, consultation will take place on appropriate transfer arrangements to provide safe and reasonable solutions for those individuals who are still only willing to work a single line.
STAFFING LEVELS AND WORKING PROCEDURES – ELIZABETH LINE / LUL (LUL/14/5)
The following resolution has been received from our East Ham Branch:-
“This branch notes the flagrant ignorance of safety issues at Elizabeth Line stations that interact with LUL. These being Whitechapel, Tottenham Court Rd, Bond Street, Moorgate, Paddington and Farringdon.
Serious concerns include:
- Reduction in minimum numbers, including having 2 supervisory staff within the minimum numbers
- Lack of Elizabeth Line staff
- Poor emergency procedures
- Lack of general available staff
This branch asks the NEC to consider a ballot of all staff in effected station for industrial action”.
The National Executive Committee has considered this matter and taken the decision to call a meeting of H&S Reps from affected lines/stations, the Lead Officer/Relief Lead Officer, Senior Assistant General Secretary and NEC. This meeting is due to take place on Tuesday 22nd May and I will keep Branches advised of all further developments.
REDUNDANCIES, STATION ADMIN STAFF – LONDON UNDERGROUND (LUL/16/3)
The following resolution has been received from our East Ham Branch:-
“This branch is appalled by London Underground’s proposals to significantly cut numbers of Stations Admin staff.
These cuts will cause unacceptable stress to our members, with increased workloads, significant changes to their roles and unsafe workloads. Additionally, this will create extra work for our station staff members, who will have to take on some of the responsibilities that currently fall to our admin members.
We call on the union to strongly oppose these job cuts by launching a campaign to protect these members and also to prepare a ballot matrix for strike action and action short of strike”.
The National Executive Committee has considered this matter and taken the decision to arrange a meeting of all our Senior IR Reps affected along with the Lead Officer; Senior Assistant General Secretary and NEC and to launch a campaign to completely oppose these cuts. This meeting is due to take place on Tuesday 22nd May and I will keep Branches advised of all further developments.
TRAIN PREPARATION SCHEDULE – LONDON UNDERGROUND (LUL/14/10)
The following resolution has been received from our East Ham Branch:-
“This branch notes the very dangerous intention by LU to change the train preparation schedule from every 24 hours to every 96 hours. London Underground are saying that this is as safe as 24 hours. No safety related submission has been provided to back this up. The company will effectively be running a train service with a large percentage of its train service unchecked for four days at a time.
Not only will this lead to major fleet issues, it will inevitably lead to more train failures in service putting an unacceptable pressure on all grades within LU.
This branch asks the NEC for consideration of bringing all operational grades into the possibility of balloting for action alongside drivers and fleet staff”.
The National Executive Committee has considered this matter, noted the upcoming joint Tier 2 meeting on 18th May between our Fleet and Trains Health & Safety Reps with management and taken the decision to arrange a meeting of H&S Reps at the earliest opportunity following the joint Tier 2; with our Fleet & Trains Senior Health & Safety Reps, Lead Officer, Senior Assistant General Secretary and NEC. This meeting is due to take place on Tuesday 22nd May and I will keep Branches advised of all further developments.
RATES OF PAY & CONDITIONS OF SERVICE 2018 – KEOLIS AMEY DOCKLANDS (DLR/0001/KAD)
In line with Union policy, a pay claim for an increase in pay and improved terms and conditions was submitted to the company. The Regional Organiser has met with them and the following offer has been tabled:-
- RPI + 0.25% or 2% (whichever is higher) for 5 years (1st April 2018 to 1st April 2022)
- RPI + 0.5% for employees with a salary under £30,000 for either the full 5 years or until they meet the £30,000 threshold
The National Executive Committee has congratulated our DLR Branch on achieving this offer through negotiations and taken the decision to conduct a referendum of affected members with a recommendation to accept the offer.
The voting papers will be posted to members next week and I will keep Branches advised of all further developments.
Yours sincerely
Mick Cash
General Secretary