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London Underground Ltd

London underground's logo - the roundel

News, reports and information for RMT members who work for London Underground Ltd

Location matters - Get your reviews in

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All members who intend to appeal on the grounds that LUL have wrongly displaced them please send details to Paul Schindler at schindlerrmt@gmail.com
They can then be raised directly with the project managers if necessary.
This should be done as well as requesting a review.

Pay Update: No New Offer From Tube Bosses

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To all RMT members in LUL:

Pay and Night Tube update

Today and earlier this week on Monday I met LUL directors, with our senior reps to discuss and negotiate on pay 2015 and night tube arrangements.

Once again no new offer was made.

As members will know LUL have so far tabled an offer of:

Pay
.. This is effectively a pay cut

2015 ...0.75%
2016.....RPI

Night tube

RMT Says No To New Tube Faulty Radio Procedure

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Comrades

There is a new rule going live on May 4th, OSN 118. This would see trains running in passenger services with no direct contact the controller. This is obviously an unacceptable risk to the RMT.

We have had various meetings with LU on this matter and we have continually objected to its introduction. As LU were intent on imposing this on us we have contacted our Head Office with a view to escalating the matter. You will be hearing from our union top brass in due course on this matter.

Is Tube Bosses Night Tube Website Promoting Inaccurate Information?

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London Underground bosses have launched a new website for tube workers which supposedly provides some answers on what Night Tube will mean for us. However there is one big inaccuracy. A question on the site asks “Are you going to change staff frameworks?” And the answer given is that “we do not believe it is currently necessary”.

However LUL bosses - some time ago - said the opposite, writing to the RMT saying they wish to enter into negotiations on frameworks; and these negotiations are taking place right now.

The Night Tube website is clearly misleading.

Pay & Night Tube Reps Mass Meeting

06/05/2015 10:00
06/05/2015 12:00
Hands up

To all RMT London Underground Industrial and H&S Representatives

Rates of Pay & Conditions of Service 2015 And Night Tube

Dear Colleagues

Please be advised that a mass meeting of representatives will take place for a report back from John Leach, Regional Organiser on the above two agenda items. Meeting details are as follows:

Mass Meeting of RMT Representatives
10.00 hours on Wednesday 6th May 2015
Conway Hall (Main Hall)
25 Red Lion Square
London
WC1R 4RL

RMT Demands Improvements As Sodexo Contract Extended

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Sodexo secured 3 year contract extension with TfL with staffing structure changes taking effect on 1st July 2015; before those changes come in place, Sodexo plans:

  • Enter into formal consultation with all staff on 1st May 2015;
  • Between 1st May and 30th June Sodexo will announce, notify and consult with all Affected Staff;

Meeting Called As LUL Employee relation Team Transferred To TfL

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PROPOSED TRANSFER OF EMPLOYEE RELATIONS TEAM FROM LUL TO TFL (LUL/15/10)

Fleet Members To Be Balloted For Strike Over 'Fleet Core Work Agreement' Breach

Stratford Market Depot

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

Tube Pay Offer Derisory and Devisive

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

Further to my previous Circular (IR/332/14, 15th December 2014), members will recall that we included a claim for a 4 day, 32 hour week and equal travel facilities for all London Underground staff in our submission to the Company. A series of meetings have now taken place and the following offer has been made:-

Year One
A 0.75% increase, effective from 1st April 2015.

Year Two
An increase of RPI in 2016

Moving The Goal Posts: Tube Bosses Arbitrary Performance Bonus

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Moving the goalposts?

A few years ago LUL introduced a performance bonus for operational staff. It wasn't something the RMT asked for, or were happy about. As a Union we believe that all earnings should be consolidated, i.e. included in the salary so that it is pensionable and goes up with inflation. However, LUL wanted a system that rewarded “good performance” so decided to pay us extra if we met certain targets. Sometimes we met them and sometimes we didn't – but at least it was possible to meet them.

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