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Tube Job Cuts Talks Report Reveals 1800 Job Cut Threat
  • Update as current talks reach conclusion
  • 1800 front line jobs threatened
  • LU is demanding cuts in operational pay rates while suggesting that a salary four times that of the Prime Minister is not enough for a senior manager.
  • Disastrous reforms which nobody besides senior management either need or want

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Throughout the talks your RMT reps have sought to extract from management the full extent of the cuts. It was obvious from the outset that it was way more than the 950 they wanted us to believe, they had to steal more to create the planned 840 CSM jobs. They just don't want to admit it. They have though given us the proposed staffing model, part of which is the creation of Local A and B stations. (Listed left) local A,s are to be largely manned by one CSS, with the retention of around 80 CSA's but only at certain locations. This equates to a total of around 350 CSS and CSA, incl. cover weeks. Presently, those stations employ 804, incl. reserve. A shocking shortfall of 454 and across only 64 stations. Taking the proposed Local B stations, the reduction is around 413, but that would include every existing SS because at the 61 B stations, the only grade available is the new CSS2.

SSMF/SS3 will be relocated to run central London stations that were previously staffed by SS1s.

SAMFs and SCRAs will still face downgrading to CSA and will have to apply for CSS2 positions which would involve supervising local stations round the clock for no extra payment. If you work at any of the stations listed then you will face either displacement to zone one or be downgraded.

We have made clear that we will not accept any substitute for a properly trained, licensed and remunerated supervisor in charge of any station at all times. They have offered the reassurance that it would be perfectly safe as a CSM would drop by “at least once a week”

They seem unable to give any practical or realistic reason for the proposed sub division of existing groups. We do not see any reason for the 400% increase in management grades that accompany these new, smaller, groups. Especially as the cost of the additional 840 managers positions comes at the expense of proper supervision and staff availability.

There are massive inconsistencies between the proposed areas, with one grade, the AMS (GSM), responsible for as few as 20 and as many as 220 members of staff. We have had no explanation for such an obvious contradiction. Presently, 228 managers share responsibility for stations operations. The plan to increase that to 1068 without any visible increase in workload makes no sense at all. Some areas may cover between three and eight local stations but with no justification for the difference as they all fall within the same class. Management have provided examples of staff numbers for each of their new gateway, destination and Metro stations. at only one of these, Euston, they claim an increase compared to now, however, that includes five CSM grades who are not tied to the station but will instead be doing all the usual “management bits” as they put it. The seven SS1 are to be replaced with 7 CSS and strangely, it seems they truly believe our SAMF grades to be invisible, meaning they don't count them as part of their “Improved visibility”

Every other staffing example they have provided shows a marked reduction from now, which it would, given they are intent on taking away close to two thousand jobs. Again, at Euston, they have produced sample rosters which indicate six weekends off in a 24 week period for the CSA's. This is predicated on the introduction of night tube, an issue on which they have failed to consult, but feel they can now roster for and at the expense of weekends of for those at the coal face.

Offering a three year protected earnings scheme to affected staff is simply not acceptable to this union. Other Grades have been offered full protection and so we have again questioned their so called commitment to safeguarding staff against the impact of such unnecessary and devastating attacks.

To implement these proposals will require a massive displacement programme, affecting virtually every member of staff and will inevitably force people further from home. In some cases, across every zone. It will force many to apply for jobs they did not want and many others to shed skills they have worked hard to acquire. For SS grades it will see a loss in earnings of up £12000 and a significant loss too for SCRA's and SAMF's. The promises of promotion to CSM have for many already turned out be false and the entry grade will be as high as they can aspire. Even transfer prospects have diminished along with the likely removal of 1800 positions from the nomination forms.

So far, the RMT can see no attempt whatsoever at mitigating against the impact of these potentially disastrous reforms which nobody besides senior management either need or want. In fact, they seem determined to downgrade us even further than first planned with their new CSS2 and CSM3 grades cutting wages even further.

Bizarrely, management claim that these proposals increase customer service and improve visibility. We have asked many times how they can possibly increase staff visibility and enhance customer service by taking away 1800 frontline staff? Customer service invariably takes place on platforms, gate lines and in ticket offices. To suggest taking away ticket offices adds to the customer experience is perverse, and it certainly does not fit into the every customer matters ideal they claim. They've even suggested that our customers buy from national rail instead!

We see no logical reason whatsoever to increase existing GSM grades by 58 posts and are appalled that they believe the significant increase in costs is justified by the amount of reductions they are making at the frontline.

Quadrupling the amount of management grades to such an extent that there will only be an average of four staff members to every manager simply does not make sense. The most important grades are those out there on stations running the railway. The ones who actually deliver the customer service they claim to prize above all else! Such a ridiculously top heavy structure, created at the expense of the bottom, will inevitably degrade customer service levels and impact upon the service. These proposals are set to reduce the workforce by almost 38% and yet, they are still trying to claim an enhanced customer service and greater visibility.

LU has thrown away an opportunity to revise its proposals over the past seven weeks. LU continues to bat away RMT’s counter proposals in relation to both the overall cuts programme and the detailed Fit for the Future Stations plans . They have cynically used union demands for supervision at all stations to further attack grades and pay.

LU gave a commitment at ACAS to review every station and it stated that some ticket offices could stay open.

There has been no station by station review during the consultation process. LU has filled the six weeks with spin and bogus marketing speak. Only five sample stations were looked at and not one ticket office has been restored to LU’s proposal. RMT believes LU is in breach of its commitment to ACAS and shown itself to be conducting a sham consultation in an entirely disreputable way. RMT believes that capping senior pay at £100K could save almost half the money sought under the Fit for the Future Stations cuts. LU is proposing cuts of up to 33% for many operational functions yet the company asserts that £670K for the commissioner or £470K for the LU MD is, in fact, not enough! LU’s attitude towards pay is complacent and hypocritical. RMT members will be disgusted that LU is demanding cuts in operational pay rates while suggesting that a salary four times that of the Prime Minister is not enough for a senior manager.

The proposals presented to us after weeks of talks are essentially the same as those presented in Nov 2013 but with supervisor grades removed now from all local stations. Rather than use the opportunity to make positive changes to their ludicrous plans, LU have made an offer which is significantly worse than the first and which makes clear their contempt for frontline staff.

RMT remains opposed to LU’s plans and will not agree to conduct any discussions below the level of Company Council on rosters, training, VS, Framework Agreements or equality impact. Any discussions on any matters concerning Fit for the Future Stations must remain at company level. More to follow as the talks at ACAS continue.

RMT Stations & Revenue Functional Council

Every Job Matters Talks Report April 2014