15th June 2015 Circular No IR/150/15

Dear Colleagues,

EVERY JOB MATTERS – DEFENDING JOBS ON LONDON UNDERGROUND (LUL/14/5)

Further to my previous Circular (IR/144/15, 4th June 2015), the Company has been informed that we are in dispute over the following issues:-

The unacceptably high number of job losses
The unacceptable rosters being imposed on Station Staff, including lone working
The unacceptable displacement of huge numbers of staff on London Underground
Detrimental changes to employment policies

The ballot papers will be posted out to all LUL Station Staff members on Tuesday 16th June and the closing date for this ballot is Tuesday 30th June 2015. I will keep you advised of all further developments.

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

Further to my previous Circular (IR/144/15, 4th June 2015), the Company has been informed that we are in dispute as the pay offer from management and the compensation and recognition for members in respect of Night Tube are unacceptable. RMT’s demands for a fair deal for all members include an above inflation pay rise for all members, a safe fully staffed tube at all times including during night running, no compulsory increase in night and weekend work and a shorter working week to create a work/life balance for members.

The ballot papers will be posted out to all LUL members on Tuesday 16th June and the closing date for this ballot is Tuesday 30th June 2015. I will keep you advised of all further developments.

M DOOR ALARM PROCEDURES, JUBILEE LINE – LONDON UNDERGROUND (LUL/14/10)

Further to my previous Circular (IR/144/15, 4th June 2015), the Company has been informed that we are in dispute over changes to the ‘M’ door alarm activation procedure. Previously a rear ‘M’ door alarm would require the train driver to stop the train where it is and check the rear ‘M’ door is secured before proceeding. The Company proposals would allow the train to continue to the next station before a check is carried out.

The ballot papers will be posted out to all LUL Jubilee Line Train Operators and Instructor Operators on Tuesday 16th June and the closing date for this ballot is Tuesday 30th June 2015. I will keep you advised of all further developments.

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

Further to my previous Circular (IR/144/15, 4th June 2015), members will be aware that we are in dispute with the Company in respect of its employment of agency staff to undertake training at Ruislip Depot.

The ballot papers were posted out to all LUL Fleet members on Tuesday 9th June and the closing date for this ballot is Tuesday 30th June 2015. If any affected member has not yet received a ballot paper, please ask them to call the RMT Freephone Helpline on 0800 376 3706 at the earliest opportunity. I will keep you advised of all further developments.

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

Further to my previous Circular (IR/124/15, 14th May 2015), members will recall that the industrial action was suspended to allow for further discussions to take place and to explore a way forward that would meet our claim for Service Controller’s to be paid the SCL1 for the job. Unfortunately these talks failed to make satisfactory progress on the issue and a meeting with all affected members has now taken place.

This matter has been considered by the General Grades Committee, which has taken the decision to seek a meeting with London Underground at ACAS to seek a binding agreement. If this is not agreed we organise a ballot of our members for industrial action. I am currently acting in accordance with this decision and will keep you advised of all further developments.

RAINBOW ATTENDANCE POLICY – LONDON UNDERGROUND (LUL/5/9)

Further to my previous Circular (IR/124/15, 14th May 2015), members will recall the General Grades Committee decision to reiterate our position to LUL that we are opposed to the capability/rainbow disciplinaries and dismissals and to seek advice over the legality of members being sent to Occupational Health, which is perceived to be part of the disciplinary and dismissal procedure.

The advice has now been received and it is lawful to refer an employee to Occupational Health where Doctors are considered neutral and it will of course be difficult to prove otherwise. Their recommendations are not binging and it is for the employer to assess whether any recommendations are reasonable. Furthermore, ACAS consider the use of Occupational Health to tackle absence and help individuals back to work a feature of a healthy workplace.

This matter has been considered by the General Grades Committee, which has noted the legal advice on file and awaits developments from the Lead Officer. I will keep you informed of all further developments.

TAMPER DRIVERS AGREEMENT – TUBE LINES (AP JNP) (LUL/14/2)

Following long and protracted negotiations, a position has been reached to protect our Tamper Drivers and following consultation with affected members and a report received from our Lead Officer, the General Grades Committee has taken the decision to inform the Company that we accept the agreement.

The key terms of this agreement are as follows:-

· An increase of 9 staff (45%)
· A 22 person, 3 shift 7 day roster. Annual salary to be amended in recognition of the 7 day roster.
· Current commitment to covering un-rostered work to continue until the roster is implemented and working and staffing levels to be re-evaluated as planned workload/demand changes
· Management commitment to train/develop staff, and to take every opportunity available to ensure that staff are successful
· Staff commitment to embrace new practices to ensure a high quality professional delivery/service
· Management and Staff to work closely to create a Tamping Department deemed by LU as technically adept and the operative of choice
· The arrangement for any Christmas shutdown will continue in line with all TransPlant departments.

In recognition of the proposed change to formally working on a 3 shift 7 day roster, staff will be paid an annual adjustment (pensionable) equivalent to 6.3% of the individual’s base salary, paid in 13 period instalments as part of the existing remuneration process. The salary for the Instructor Operator Grade will be 2.5% above the rate for Tamper Operatives. The salary for Team Leaders will be 2.5% above Instructor Operators and will become effective for the appointment date. Overtime rates remain as per current rates.

Yours sincerely

Mick Cash

General Secretary