Tube victory

ALL full-time LUL station staff will now enjoy 52 days leave under proposals for a 35 hour week currently being negotiated by RMT. The proposals will also mean another hour off the working week, which would also give station staff the best 35-hour agreement of any grade of staff on LUL, or on any train- operating company. Part-time staff will also see a substantial increase in their rates of pay, and for the first time having the opportunity to apply for part-time station supervisor positions and facilitating family friendly fixed-shift working. RMT regional organiser Booby Law said that the latest offer comes as a direct result of the unity shown by RMT members who supported our industrial action earlier this year. “Until this show of strength by RMT members, management’s proposals would have meant the axing of more than 800 station staff positions,” he said. Following detailed negoti- ations, backed by the ever- present threat of industrial action, RMT forced LUL to remove the majority of the productivity measures originally proposed. That means there will now be no overall reduction in station staff numbers but the introduction of a special requirements team. Staff in these teams will be flexible as to duty lengths and locations. However, this team will only be filled by existing staff who nominate into the posts, with any shortfall filled by direct recruits. The threat to 500 jobs due to the introduction of Oyster Cards has been removed, and although 200 SAMF posts will be withdrawn, any member of staff displaced will be covered by normal redeployment protection arrangements. A part of the agreement will be a commitment to work all night on up to three occasions every year, similar to the agreement already in place for train staff as well as an extension of the traffic day on Friday/Saturday nights by one hour, depending on further discussions taking place on detailed arrangements Bobby Law said that extensive consultation on these proposals has now begun with local staff representatives and a referendum of members in the near future. “This deal means that combined with rest days and annual leave entitlements, the new arrangements will give staff 43 per cent of the working year off. That is a deal that I can happily recommend to LUL station staff,” he said. 35 hour week for station staff in sight RMT members at Viacom Outdoor recently became the highest paid bill posters in the UK due to a pay deal following an overwhelming vote for strike action. This year’s agreement includes: G Pay award of 4.7 per cent G Increase of paid sickness absence from 15 to 20 days a year which even now applies to new entrant employees after only 12 months service G Increase in overtime rates, for both day and night shifts G Consolidation of allowances, which now means that members are better rewarded for the same roles and respon- sibilities. Camden No 3 RMT branch secretary Mick Crossey on the negotiating team said that RMT members in this company have again seen significant improvements to their pay and conditions following the unity shown by a massive yes vote in favour of industrial action, which forced management back to the negotiating table. “We were also finally able to sign off and agree a new disciplinary and attendance at work procedure, which is far superior and fairer than the one imposed upon LUL members,” Mick said. Victory at Viacom RMT is campaigning to get station assistant Joanne White her job back after she was dismissed by London Underground without warning after being assaulted at work. Joanne, who was at home recovering from the injuries she received following the assault, was phoned at home by managers who tried to intimidate her back to work. She was then summoned in to a meeting, where she was denied any union represen- tation. Joanne complained about this heavy handed approach from the management team, who then arranged another meeting, where she was invited to come and discuss her ‘situation’ where she was sacked without warning. No disciplinary hearing took place, no charges were brought and no union representative was present. Management claimed that Joanne was ‘on probation’ despite the fact that she had a signed letter saying that she had successfully passed her probation period, a letter LUL now say they sent ‘in error’. In a desperate bid to cover up their mistakes, LUL claimed Joanne was sacked was because of a police caution she had received three years previously, something she had declared on her interview, and was told would not be a problem. Even more worrying was that a manager just ‘happened’ to come across this police caution, whilst browsing through Joanne’s staff file. RMT has demanded an appeal, at which management changed their story yet again. This time they stated that Joanne was sacked for ‘unsatisfactory references’ - because she had time off work in her previous job whilst recovering from a hernia operation. Joanne said that she was completely devastated. “I enjoy working for the company and assisting passengers at Embankment Station. I can only hope that someone will listen to reason and give me my job back,” she said. A director’s appeal will take place later this month. Re-instate Joanne White UNITY: London regional organiser Bobby Law congratulated the membership for standing together to win a 35 hour week ....Tube news....Tube news....Tube news....Tube news....Tube news....Tube news.... Hats off to the RMT LONDON Underground management have finally relented on a long-standing RMT demand to end the compulsory wearing of uniform hats. Management also conceded to withdraw the power blue jackets, often referred to as a clown’s outfit’, next March. RMT have maintained that the current uniform does little to promote a professional image for staff and actually increases the risk of assaults. LUL have also agreed that ties would be optional for train operators. The union will campaign that the wearing of ties becomes optional for all grades of uniformed staff. The union has called for station and revenue control staff to be issued with fleeces. Speaking of LUL’s decision, Josie Toussiant- Pinnock, a member of the uniform committee said: “The RMT, as the biggest trade union on LUL, are the only reason management conceded to these demands. Make no mistake, we would never have had this decision had it not been for the unity of RMT members.” 7