Loading
Log In | Register | Join RMT
Log in to view all articles and add your comment.

RMT LUL Olympic Agreement

Agreed statement between RMT and LUL at ACAS

For the period of the Olympics and Paralympics, London Underground and RMT are prepared to work in cooperation to ensure that the Olympics are successful and to demonstrate to the world a successful model of public sector service. London Underground will attempt to staff all relevant Olympic duties on a voluntary basis. In the unlikely event that any of these duties remain uncovered, level 1 committees, where they operate,
or their equivalent (but where not, functional councils) will as a matter of urgency, address these issues in order to resolve them satisfactorily.

Both parties confirm there are no remaining issues relating to Olympics reward and recognition between them.

In conclusion, LU has now reached agreement, or agreement in principle,
with ASLEF, RMT, TSSA and Unite, and will honour the commitments within them.

LONDON UNDERGROUND / RMT: CLARIFICATION OF ISSUES

1. LEVELS OF OLYMPIC REWARD AND RECOGNITION

The attached document (annexure 1) sets out the Olympic reward and
recognition payments associated with each grade group. Non Operational staff are able to earn up to £500 for working over the Olympics, which recognises the overall level of contribution expected from this group of our employees.

Within this group a wide range of different activities are carried out, ranging from administrators in the operational business through to middle managers in a corporate environment. How they are affected as individuals and as categories of staff by the Olympics could vary quite significantly and it would be only fair and consistent to allocate any further reward to staff in this group based on their actual, rather than potential, contribution. Therefore, where appropriate we will use our existing reward mechanisms to reward those whose efforts over the Olympics warrant further recognition over and above the £500 mentioned above.

2. TRADE UNION REPS TO ATTEND ALL FACT FINDERS FOR ALL GRADES

Phil Hufton has confirmed that there are no plans to review or alter the
current arrangements in APD, whereby representation at fact find interviews is permitted. It is not proposed to extend representation at fact find interviews to other parts of the LU organisation.

3. A GUARANTEE OF NO REDUNDANCIES AFTER THE OLYMPICS

Attached is a copy of a letter dated 24 February 2012 to RMT, which clarifies the LU position regarding our plans for organisational change. In addition, where organisational change is proposed, we will continue to comply with our existing policies and procedures.

4. APD: POSITION WITH LICENCES GIVEN DURING THE OLYMPICS.

Phil Hufton has confirmed that within APD skills and safety critical licences obtained specifically to facilitate Olympic working will expire on or before 30 September 2012.

5. ICSAs AND MINIMUM NUMBERS

This is subject to a separate dispute that LU and RMT are due to try and resolve at ACAS. For clarification however, is our intention that RCI's, ICSAs and SRT staff will cover most of the additional shifts required on Stations during the Olympics. As all of these staff are trained and licensed to the level of CSA it remains our position that, in the unlikely event it is needed, they can be counted towards minimum numbers in order to avoid station closures.

6. CONTRACTORS WHO ARE LAID OFF DURING THE OLYMPICS SHOULD BE
PRIORITISED FOR ANY JOBS THAT ARISE DURING OLYMPICS.

As previously discussed, Phil Hufton is continuing to work with agencies and contractors with a view to finding suitable positions for agency workers whose normal work will cease during the Olympic period.

ANNEXURE 1

  1. Where an employee falls within any of the groups set out in Appendix 1, the employee will be entitled to the corresponding payment referred to in the Appendix;
  2. All London Underground employees (excluding Business Managers (Band 4) and above) shall be eligible to receive:
    1. A CSS bonus payment of £100, subject to London Underground meeting a CSS target of 78 for the relevant period (1);
    2. A CSS attendance payment of £20 for each shift worked during the period of the Olympic and Paralympic Games (between 27 July and 12 August and 29 August and 9 September respectively); (2)

In applying the above, LU will abide by commitments entered into with all recognised trade unions.

Employees must meet the relevant qualifying criteria.
For those who work on average five shifts per week, this is paid at £20 per shift worked within the defined
Olympic and Paralympic period. For others for whom full-time hours are always worked over fewer shifts, the
payment per shift shall be pro rata to reflect the normal working arrangements per week for that particular
role.

notes
(1) Employees must meet the relevant qualifying criteria.
(2)For those who work on average five shifts per week, this is paid at £20 per shift worked within the defined Olympic and Paralympic period. For others for whom full-time hours are always worked over fewer shifts, the payment per shift shall be pro rata to reflect the normal working arrangements per week for that particular role.

APPENDIX 1

STAFF GROUP PAYMENT IN RESPECT OF RELEVANT OLYMPIC DUTIES
Operational Staff and Operational Managers in APD £350
Operational Staff and Operational Managers in CPD £350
Operational Stations and Revenue Control Staff £350
Operational Stations and Revenue Control Staff £350
Operational Managers and Network Operational Trainers £350
Train Operators £500
AttachmentSize
Acas_statement_LU_proposals_v2.doc33 KB