LUL Managers & Admin
News, reports and information for RMT members in London Underground's manager and administration grades
Attached is LUL's 'Refusal To Work On The Grounds Of Health And Safety' Document
You may find it useful to read, should you be concerned about carrying out a job or particular task, and want to know the procedure for refusing to work on safety grounds.
Admin CDI Note Taking
On Tuesday May 14th the Reps attended a MATS Functional Council meeting. The RMT was the union that put this on the agenda. At the meeting we were able to highlight the pressing issues around CDI note taking. The Reps pointed out how Admin were being told they had to take part in the pilot scheme and we insisted that this was voluntary and was not part of your role or job description.
We note the correspondence from London Underground Ltd attempting to justify the non-payment of the end-of-year £100 CSS bonus to staff. None of the documentation provided by the company shows this union agreeing to, or even being advised of, this policy.
We instruct the General Secretary to table this for urgent discussion at LUL Company Council and to seek the support of the other LUL trade unions for the restoration of this £100 stolen from our members by their employer.
Admin CDI note taking
We understand that management are trying to use the word ‘flexibility’ within your contract to get around the volunteering for this role. We believe this is not acceptable and we will take legal advice on this. The issue has been raised among the RMT senior reps and they are aware of our position in which as we have said before we do not recommend anyone volunteers to undertake this role.
A lot of the admin on London Underground are being asked to take notes at Company Disciplinary Interviews. We have been informed by the MATS reps that this is voluntary and in no way can you be made to do this. The company is looking for a team of forty five volunteers to take the minutes at CDIs.
The company want to reap the benefits of the Admin Grade Review which they dumped because they didn't want to financially reward staff for going above and beyond their role. Some people are being told by their Centurions that they have to take part in this fiasco, you
Attached is London Undergrounds 'Discipline at work procedure 2004' and the 'Discipline Support Pack.
LUL is deliberately moving to a system of less frequent maintenance of the train fleet. They want us to make checks on equipment such as tripcocks far less often. Examinations have already been moved from every 14 days to 28 days, and management plan to change daily checks to once every 60 days, and have us check the new stock just every 60 days. They also plan to reduce Hammersmith depot to little more than a stabling yard, cutting jobs and displacing staff, and to use the introduction of new trains as a pretext to do away with long-established rosters and working practices.
These cuts will inevitably lead to more failures and risk to passengers and staff, but management only care about saving money. They plan to do that by cutting our jobs and reducing their wage bill.
We note the correspondence from London Underground Ltd, which merely tells us the structure of 'rewards' for admin staff, not the level at which they were paid out in recognition of the extra workload during the Olympics.
We therefore instruct the General Secretary to write again to LUL, asking specifically: what opportunity it gave staff to nominate; how many nominations were received; and how many awards of each category were granted.
Olympic Recognition and Reward At APD To Be Pursued Further And London Underground Administration Grades Reward To Be ReviewedSubmitted by admin on 11 October, 2012 - 16:14
We note the correspondence from London Underground Ltd concerning the industrial action by our members in the Power and Electrical Department – APD Stations Group and the response from our representative. We instruct the General Secretary to reply to LUL, explaining that this matter is not resolved to our satisfaction, and to arrange the attendance of the relevant officer at further discussions with the employer.
We note the correspondence from London Underground, calling a meeting to discuss the process for conducting the review of the machineries. We instruct the General Secretary to ensure that the appropriate officer and representatives attend this meeting, and to provide them with copies of previous decisions on this issue.
We note that while this review was originally of the industrial relations and health & safety machineries, the correspondence from LUL now suggests that it covers other areas