Tube Lines Olympic Offer Of Up To £850 Accepted By RMT Representatives

The RMT have accepted an Olympic Offer from Tube Lines worth up to £850. A decision was made on the 28 June at the unions recent Annual General Meeting.

“That in light of the report from the Regional Organiser and taking account of the recommendation of the representatives we recommend acceptance of the offer and instruct the GC to inform Tube Lines of our acceptance.”

Olympic Rewards Tube Lines

The three documents below make up Tube Lines offer for Olympic Rewards.

The offer from Tube Lines is comparable with other offers in the London Transport Region
in that it amounts to a maximum of £850 in total.

Document 1 is the details of the offer from Tube Lines.
Document 2 are the minutes of a meeting held on 06/06/2012 to discuss Document 1
Document 3 is the covering letter sent with Document 1.

The offer from Tube Lines is comparable with other offers in the London Transport Region
in that it amounts to a maximum of £850 in total.

The offer provides an acceptable level of flexibility in return for certain guarantees and
additional remuneration for members.

When read together with documents 2 and 3 the restrictions and arrangements for short
notice alterations to shifts are acceptable as they would only be used in an emergency and
with a minimum of 72 hours’ notice. Also prior to members being forced to change all other
avenues should be exhausted such as the use of volunteers, cover turns, and overtime where
possible.

Any other temporary alterations to rosters will be dealt with by local negotiation and if
necessary referred up through the machinery. The effects of these changes is further tempered
by the 2010 Tube Lines pay deal which included an agreement that rosters cannot be imposed
until the whole machinery is exhausted.

As such this offer is an acceptable compromise for the duration of the Olympics with an
acceptable remuneration for our members in reward for their flexibility during this period.

Document One
A letter from Tube Lines bosses to RMT

Tube Lines Olympic Payments Offer Revised June 2012

Further to my letter dated 29th May 2012, and as discussed at the Company Council meeting
held on the 6th June 2012, I have made some minor changes to the offer. Detailed below is the
amended offer that was made to the Trade Unions at Company Council to recognise the efforts
of staff who will be affected by our Olympic delivery plans. This revised offer replaces the offer
sent to you on the May 2012,

Tube Lines Olvmpic Pavments Offer Revised June 2012
All employees below Senior Manager will have the opportunity to receive a performance based bonus
of £100. This will be dependent on Tube Lines meeting performance targets for the entire period of
the Olympic Games, the Paralympic Games and the period in between. These targets will be based
on our usual performance measures of MDBF, LCH and Trains declared into service.

In addition, it is proposed that an additional payment of £150 will be made for all Operational Staff
whose Framework Agreements are modified to allow for flexible working during the 6 week period of the
two games. At present it is envisaged that flexible working may entail some limitations on taking annual
leave and /or short notice shift changes to deal with unplanned work arising or emergencies. Where
practicable, efforts will be made to cover these situations by other means to be agreed at a local level.

For Operational staff and some Projects and Support staff (specifically staff who are required to
work alongside and support Operational Delivery) there will be an opportunity to earn up to a
maximum of £600 for fulfilling all rostered turns of duty during the period of the Olympic Games, the
Paralympic Games and the period in between. The payments will be based on the following:-

  • Weekly payment of £60 for an employee working all rostered turns in a week during the period from Friday 27 July to Sunday 9 September, or who volunteers to work and completes
    at least one shift in a week Where they would otherwise have been rostered free from duty.
    In both cases this will be capped at a maximum of £360.
  • For each week that an employee completes all planned shifts during the same period, a further £40 will be paid for that week, capped at a maximum of £240 for the period.
  • lf an employee is rostered free from duty in a week, but volunteers to come into work and
    subsequently works at least one shift in that week, they will qualify for the weekly payment and
    bonus for that week.
  • If an employee is rostered off duty for a complete week during this period and does not
    volunteer to come in and work at least one shift that week, no additional payment will be
    made.
  • Where an employee is on annual leave fora week and does not volunteer to come in and
    work at least one shift in the week, then no additional payment will be made.
  • Where working 4 shifts or more in a week, 1 or 2 days sickness absence will have a
    proportionate impact on the £40 element of the weekly bonus. More than 2 days absence will
    result in the full £40 element of the weekly bonus being lost.
  • Where a radical change to rosters is proposed for the Olympics (eg. nights to days in TLES)
    consideration will be given to re-imburse reasonable public transport travel provided cost can
    be verified by receipts. In very exceptional circumstance and only where radical changes
    have been proposed in order to meet Ti_L operational demands consideration rnay be given
    to re-imburse any additional child care costs that may be incurred as a direct consequence
    of the change subject to employees providing proof of the additional costs incurred

Finally as discussed at Company Council, regarding the practical application of working arrangements, I
am also willing for local managers as part of the local roster discussions, to consider alternative booking
on points for employees. To be clearI this will only be considered on a case by case basis and is
dependent on TLL being satisfied that the employee will have a genuine and significant issue reporting to
their normal place of work.

I hope that as these proposals now reflect your feedback you can now advise acceptance ofthis
agreement in writing by 14th June 2012.

Document Two
Meeting held between unions and Tube Lines

Wednesday 6 June 2012, 15 West ferry Circus.

1. Apologies for absence were received from John Edmonds, Gait Brindtey, Diarmaid O‘Tuathait,
Martyn Freeman and Peter Boyle. Brian Whitehead wanted to record for the minutes his thanks to
Steve Bryant who has stepped down from the Company Counoii and to welcome Peter Boyle as

2. John Morgan­Evans introduced Coienzo Jarrett-Thorpe who will be replacing him as Full time
Officer for UNITE. Pat Horgen welcomed Colenzo and on behaif of Tube Lines recorded thanks to
John for his contribution as lead representative.

3. Approval of minutes of meeting number 40, held on the 27th March 2012

Minutes for meeting heid on the 27'th March 2012 have been issued. Ail unions indicated they had
not had sufficient notice to review and approve so were asked to approve these by email. Please
do this by 22 June 2012.

Review of Action List

ASLEF have provided information but the other TUs have so far not provided written proposals.
Action: RMT, UNITÉ and TSSA to provide details, .Agreed that Tony Beese presents at the next
company councii meeting ín September 2012. Action Tony Beese

3.3 Well Being:
RMT requested that this ítem remain open and further update to be provided. PH advised that
Pedometers have been roiled out in June 2012 as part of Milliion Steps wellbeíng initiative.

3.5 Olympics
Offers relating to payments have been at the recent Ad hoc Company Council meetings.
See Agenda item 4 todays agenda

3.8 Draft Revised representation
Draft document issued to Trades Unions for future discussion. Matter to remain on until the future
ownership of TLL is resolved. Action: Open

3.9 Discount on Season Tickets 2006 Pay Deal (ASLEF)
TW requested this to be deait with through the Working Party. LJ agreed to this. Action: Open

3.11 Recruitment Policy (RMT)

RMT stated that they believe that equal opportunities is not being followed and will consider taking
this further. JE advised David Siradiing is reviewing and wilt be on the agenda for the next
company councii meeting in September 2012.

3.12 TFL Pensions and Travel

PH advised that this will be dealt with under today‘s Agenda item 5.

3.17 Failure to agree Track Level 2 - Harmonisation of Pay for Track staff
under-taking driving duties,

POB raised an issue where track workers are given time to prepare vans, on the Jubilee Line 1
hour is given, Northern 1/2 hour and Piccadilly no time is given. POB advised that the hour is
worked and paid in addition to the shift and he wants all the 3 areas to operate the same
arrangement. JE stated that he will decline the request at this time. However if POB produces a
sensibte proposal to JE it will be considered. PH gave a reminder to POB as this was still
outstanding since the last meeting. Action Paul O’Brien

3.18 Failure to agree Track Level 2 - Rostered Rest days (RMT)

POB raised an issue that a TLL Manager had advised his staff of a roster change for ihe Lubrication
gang wiihouî consultation with the appropriate irade union representatives. Primarily as he
understands it relates io the way ihat rest days are deployed. POB advised that he is wiil to have
discussions in order to find a solution. JE asked POB to send him the details and he will iook into the
matter. PH gave a reminder to POB as this was stili outstanding since the lest meeting.

Action Paul /John Edmonds

LJ stated that TLL have made a revised offer and sent this out following fast week's adhoc
company council meeting. He requested the trade unions to give feedback on the offer, and
asked if they would be accepting it.

BW advised that RMT were rejecting it because they had concerns with the wording. LW
advised that she was not aware of the meeting last week and that TLL is asking her to comment
on a conversation she was not party to. PH asked if LW had been advised by her reps as to
what was discussed and had received the letter containing the offer and she conñrmed she had.
However at this stage TSSA would make no comment on the offer.

JME advised that UNiTE were pretty content with the offer. UNITE’s oniy concerns centred on
changes to the framework agreement which he assumes will be through proper consultation.

TW stated that ASLEF had already advised that the previous offer has been tabled with their
Exec for review on the 211612012, so unable to comment further at this stage.

LJ thanked the trade unions for their responses. He continued that TLL had made some
amendments tothe document and he issued the revised document to the meeting. in the main
the changes were in red. Ld clarified the changes to the document and confirmed that the 40
weekiy bonus would still be changed as indicated in the document.

LJ advised that he had been asked the question about the possibiîity of re­ìmbursing staff who
had to use pubtic transport as an alternative to company vehicles. LJ responded that he was
willing to consider as outtìned in the document.

AP asked that in Transplant is it right that 213 staff may be required to go from nights to days
during ihe Olympics and LJ confirmed this was correct.

BW advised that he had some concerns about what the £150 payment would mean in practice.
LJ advised that he expected this to be dealt with reasonably at a local level.

BW asked if it could be minuted in this meeting as to how TLL thinks that the cover
arrangements would be done. LJ stated this may involve consideration being given to the
paying of overtime or rest day working but there could be one of a range of different options that
local managers could consider. This is not an open door for everyone to come in on overtime
or rest day working, and Line managers would consider what needs to be done locally which will
include the use of volunteers.

BW asked for an adjournment.

BW requested that the wording to be amended so that for the £150 to cover these changes by
other means and to be agreed ata locall level. LJ advised he would consider this request.

BW stated that he understood that the requests for permanent nights staff to go to days may
incur additional costs probably only talking about a few people, wilt TLL consider reimbursing
child care costs

LJ advised ìhat TLL. would be willing to consider if there was proof of financiai hardship.

LJ asked for reactions from the trade unions in iight of this revised offer and todays discussions.

LW commented that in light of the revised offer and adjustments today she would need to
consuit her members.

JME advised that he was happy with the reassurances given today, and noted that the company
was willing to consider the impact on peopIe's lives.

TW asked if the offer would be reissued. LJ advised that it would. TW Continued that he would
not be to deai as his EC were stiil dealing with the previous one on the 21st June 2012. His
View was that it will be rejected and that ASLEF will go into dispute with TLL, If that happens
ASLEF will want to meet with TLL separately. LJ stated if this the case TLL will meet with
ASLEF.

BW asked for an adjournment.

BW raised that statement that for the £ 600 it states fulfilling all fostered shifts and additional
turns of duty why does it not say for fulfilling all fostered shifts instead.

LJ stated that this was covered in the offer if staff are fostered off duty for a complete week but
volunteer to come in and work.

BW asked if, in the local roster Ieveî discussions TLL would consider alternative booking On and
off points. LJ advised he wiil consider this request.

BW requested ail his IR and H&S reps be released for a meeting at Unity House 0930 hours on
the 11lh June 2012. LJ advised that they would be reteased.

LJ thanked the reps for their comments and will formally send out the revised offer shortly.
Action Lee Jones

5. Pensions and @av Working nartv meetinggrranged 121612012

PH reminded the meeting that an Adhoc Company Councit has been set up to discuss the
terms of reference for the Working Party.

TW stated that ASLEF want to have separate discussions from the rest ofthe company counoìä.
LJ noted their comments. PH advised that the working party covers all trede unions as purpose
of initial meeting was to agree terms of reference hence that is why all unions have been invited
tothe meeting on the 12th June 2012.

6. Trade Union Issues

TW raised an issue about watches to be supplied to Transplant drivers. PH replied that this
should be dealt with locally. TW advised that refer back locally and until such time as resolved
he will advise his members not to fill in the journals. LJ noted ASLEF position and advised that
this should be dealt with locally. Action Transplant level 1

TW aise asked about |PAD's and |Phones not being on the agenda. PH this was not raised prior
tothe meeting so is notan agenda item.

B3' advised that used to have 10 visits per year to feed back to their members but have recently

being advised that this will be stopped on 1“ July. ERU now have 4 locations so difficult to get
to ali locations so perhaps there could be a rep per location. BT advised he was willing to to
find a solution.

LJ stated that this should be dealt with through the machinery and set a deadline of 4 weeks to
find a suitabîe solution, and this was suppońed by RMT. Action Lee Jones

6.2.2 Vacancies update

BW feels that TLL does not have enough people so requested a list of all the vacancies

including locations and grades. LJ to consider and supply as appropriate.

Action Pat Horgan I John Edmonds

6.2.3 List of Contractors & agency staff, and the details of the jobs they are doing on Tube

Lines
BW stated that this ties in with Vacancies above. LJ to consider and supply as appropriate.

Action Pat Horgan I Jolin Edmonds
6.2.4 Minutes from all the tast Adhoc company council meetings

Trade unions noted that these were supplied today and asked for them to be emailed out. PH
advised this will be done. This has now been sent.

6.2.5 Track Tec h’s teamsz- attempts to change rosters without going through the machinery

POB advised that Gilman Gillott was trying to change rosters without discussing through the
Focal machinery, LJ stated this wiii be taken away and looked into, Action Caroline Mathew

6.2.6 Fleet outsourcing of work to ISS i.e fitting passenger safetylinstruction notices on trains

MK advised that this work is now being done by ISS but was not discussed at the recent level ‘1_
PH advised that this is not an item for company council and should be dealt with at a local level.
PS to look into at next level 2 to be held (13l6), Action Closed

6.2.7 SMD NVQ Update

BW stated that during the recent harmonisation at Jubilee Fleet regular updates would be given,
but he has not heard anything from management as to how the NVQ was progressing and
whether any employee had now completed their NVQ. PS advised he get an update and
formally respond to RMT on this matter. Action Paui Stevens

6.2.8 Signals no 1’ being held ie works east and west zone maintenance

JC stated that these meetings are not taking place and having difiicuity explaining this to Manin
Coppen. They should be every 3 months. CM to take this away and look into.

6.2.9 Signals - Incident TO’s being used on cover turns 24I7 to cover sateìlite depots. JC

advised that this was not agreed at the roster talks. CM to take this away and took into.

7.1 EURO Football 2012 - Absence arrangements

PH advised that for the period ofthe footbafl se|f­certificates will not be accepted and an
employee wilt need to provide a doctors certificate, and that comms will be sent out to the
employee confirming this. BW was concerned about the short notice, JME noted that ín the TLL
Absence policy TLL can already ask for this to be provided. PH accepted this and said 'FLL wilt
therefore just apply the Absence policy. PH continued that this was done during the last World
Cup. CJT asked if this was a problem and wanted details of how many fit notes were provided.
PH to see if this information can be provided.

Action Pat Horgan

7.2 ASLEF - Clarification on out of date licenses for train driving

TW wanted clarification that ifa train driver's licence has lapsed that the employee cannot be
disciplined. LJ replied all staff must hold the appropriate licences to do their roles to which TW
advised that there are another 7 that will need to have fuli training as they have lapsed so no
action should be taken. LJ noted and agreed with TW comments.

8. Agreed meetings schedule for 2012

Tuesday 27th March 2012
Wednesday June 2042
Thursday ’I3th September 2012
Wednesday 28th November 2012

Document 3:
Reward and Recognition Payments – Olympics and Paralympics

Further to previous discussions in connection with the above.

As part of the Olympic discussions we have advised you that we required an ability to be able to
alter shift booking on/off times by up to 3 hours either way as long it was required to deal with
emergency situations and as long as 72 hours’ notice is given.

In those asset areas where there is 24/7 coverage throughout, I cannot envisage circumstances
where such a situation would arise. However, for the other asset areas, where such a need is
contemplated, we will seek volunteers first or consider alternative resourcing methods before asking
staff to alter booking on or off times.

Should you require any further clarification please let me know.

Document three
letter from Tube Lines to RMT

Reward and Recognition Payments – Olympics and Paralympics

Further to previous discussions in connection with the above.

As part of the Olympic discussions we have advised you that we required an ability to be able to
alter shift booking on/off times by up to 3 hours either way as long it was required to deal with
emergency situations and as long as 72 hours’ notice is given.

In those asset areas where there is 24/7 coverage throughout, I cannot envisage circumstances
where such a situation would arise. However, for the other asset areas, where such a need is
contemplated, we will seek volunteers first or consider alternative resourcing methods before asking
staff to alter booking on or off times.

Should you require any further clarification please let me know.

Yours sincerely

John Edmonds

What is a National Executive Committee decision?

This article is an 'executive decision' which has been written by the RMT National Executive Committee. The National Executive is the union's governing body in between AGMs. Its decisions set out what the union will do on a particular issue.

These decisions can often be brief, and may be one of several passed over a period of time. To get a better understanding or find out more information about what the RMT is doing, speak to your rep or attend your branch or Regional Council meeting.