RMT official circulars

BREAKDOWN OF INDUSTRIAL RELATIONS – INTERSERVE (LUL SSL/BCV CONTRACT) (LUL/14/2)

Since Interserve took over the contract from Initial, things have seriously deteriorated for members. Your Union met with senior management on 5th November where we outlined a significant number of problems with the way they are dealing with their employees.

Mistreatment of Staff and Abuse of Power by Supervisors and Management

EXTENDED LEAF FALL SEASON & BOXING DAY – LONDON UNDERGROUND (LUL/7/2)

I have received correspondence from our Lead Officer advising of a failure to agree in relation to two issues affecting Test Train Drivers, which are as follows:-

Payment for working Boxing Day
The Company has rejected a claim for 2 days’ pay, on top of normal salary and any overtime worked, to be given to TTOs working on Boxing Day as per the original agreement for Train Operators.

Sandite Overtime

RE-GRADING OF WATERLOO & CITY LINE SERVICE CONTROL STAFF – LONDON UNDERGROUND (LUL/2/2)

Further to my previous Circular No. IR/292/14, 31st October 2014, the General Grades Committee considered this matter and took the decision to escalate this dispute by conducting a ballot for strike action in pursuit of pay justice for these members. I can now advise that the ballot papers will be posted to affected members on Tuesday 11th November and the closing date for this ballot is Tuesday 25th November 2014. I will keep you informed of all further developments.

RATES OF PAY & CONDITIONS OF SERVICE 2011-2015 – UK POWER NETWORKS SERVICES (LUL/0001/EDF)

Following the pay deal agreed in 2011, I can advise that the fourth year of the pay deal, for an increase equal to the June RPI figure + 0.5% has now been paid to eligible London Underground former Powerlink NJB and NJIC staff. The percentage award was 3.1% which was implemented in October 2014 and backdated to 1st April 2014 in line with the agreement.

CHRISTMAS & NEW YEAR LEAVE AND PAYMENT ARRANGEMENTS 2014/2015
TUBELINES (LUL/7/2)

I have received correspondence regarding the Christmas & New Year leave and payment arrangements for Tube Lines which are the same as last year. A copy of the arrangements is attached for your information. Following consultation with our Company Council Representatives, the General Grades Committee has taken the decision to inform the Company of our acceptance of the arrangements.

Following discussions earlier this year, where RMT raised concerns over the use of Corrective Action Plans and Performance Improvements Plans (PIPs) leading more often than not, to the application of the Discipline at Work Procedure, the Company withdrew the interim guidelines that had been put in place. They have since revisited the temporary guidelines in order to give managers a broad approach but these guidelines no longer make reference to the Discipline at Work procedure.

Further to previous correspondence regarding the above, the ballot has now concluded and the result is as follows:-

Are you prepared to take strike action?

Total Votes Cast 28
Number Voting ‘Yes’ 17
Number Voting ‘No’ 9
Spoilt Papers 2

Are you prepared to take industrial action short of a strike?

Total Votes Cast 28
Number Voting ‘Yes’ 27
Number Voting ‘No’ 1
Spoilt Papers 0

Further to my previous Circular No. IR/247/14, 22nd September 2014, a mass meeting of Reps took place on Thursday 2nd October to discuss the progress made during recent negotiations including commitments that displaced staff will not have to travel more than 30 minutes to a new location; any member deployed to a grade with a lower rate of pay will have their salary guaranteed; no member will have to reapply for their current job – all staff will be given all relevant coaching/training to settle into their new role.

The GGC has considered a resolution from our Central Line East Branch concerning the use of CCTV footage in a disciplinary case. The Branch highlighted a case where evidence against a member was sourced from CCTV footage but this was not made available to the rep who was representing the member.

I write to advise branches that the General Grades Committee has discussed the latest position in relation to our Every Job matters dispute. Our Regional Organiser reports that management are not conducting meaningful negotiations over this plans and are in fact moving to implement them without agreement. We are acting in conjunction with our sister union TSSA and have outlined our demands which are as follows:

• A clear unconditional commitment that no member of staff will suffer a loss of substantive pay