RMT TELLS LUL TO TALK SERIOUSLY ABOUT PAY

RMTnews :: september 2006 :: www.rmt.org.uk 12 S tation staff in London Underground’s Canary Wharf station group have been balloted for industrial action over a catalogue of issues including systematic harassment and the victimisation of union reps. The union has noted that new attendance procedures have been imposed outside existing agreements and without any pretence of negotiation. London regional organiser Bobby Law said that the Canary Wharf group is supposed to be LUL’s showpiece station group, but managers seemed to be out of control and industrial relations have broken down. He said that one RMT member has been medically terminated from employment despite being passed as fit to return to work by LUL’s own occupational health people. A female member of staff was sexually assaulted on the barrier only to suffer constant harassment from management and gay staff members are routinely discriminated against. A RMT learner rep has been harassed, along with the workplace colleagues who have supported him, and management have refused to release the union’s health and safety rep to undertake duties. “Each of these problems is unacceptable, but taken together they are an appalling catalogue of harassment and victimisation that must be stopped,” Bobby said. F or a number of years the union has had hard working harassment reps on LUL who have done an excellent job in assisting members subjected to harassment. Unfortunately, harassment has not gone away and the union needs more harassment reps to assist members. A circular has been sent to all branches within the London Transport Regional Council area asking for nominees – not just for London Underground but for Metronet and Tubelines. Vaughan Thomas has been a harassment reps for five years and he is encouraging others to take up the challenge of defending the rights of staff at work. “I would urge anyone to step forward for this rewarding position that really is making a difference at the workplace, where it matters,” he said. Anyone appointed will be given training on the nature and context of harassment, the legal position, the policy and procedures, etc. RMT believes that proper training is essential in equipping harassment reps to deal with members’ problems. The very nature of harassment, means that not only is the victim subjected to stress but the harassment rep can also find their role demanding. RMT aims to provide reps with proper backup to ensure they can carry out their role as best as possible. Are you employed by the Underground, Metronet or Tubelines? Do you want to help other members? Why not contact your branch secretary or South East regional office on 0207 529 8853 to find out how to be nominated. L ondon Underground must stop stalling and table an acceptable pay offer, or face the prospect of a ballot for industrial action by over 6,500 RMT members. RMT general secretary Bob Crow said that more than three months after the pay anniversary there remained a massive gulf between what LUL is insisting on and what is acceptable to members. From the start the union told London Underground that it would prefer a one-year deal but is prepared to negotiate around that, but LUL are insisting on a rigid four-year deal that members will not accept. “LUL are also insisting that any deal, is conditional on train operators agreeing to an extra half-hour late running. “They have even told us that they will not guarantee not to impose draconian new attendance and disciplinary measures, even if we accepted a four-year deal,” Bob said. London regional organiser Bobby Law said that the union had been asked to submit its pay claim in good time and had done so in a flexible manner but the company responded with intransigence. “Even the private-sector Tube infrastructure companies have settled with us for better shorter-term strings-free deals, yet what LUL have put on the table would see the pay of operational staff begin to lag behind. “Our LUL members’ patience has run out and the RMT executive has therefore agreed that if LUL fails to address our concerns and table a serious offer we will ballot for strike action,” Bobby said. London Underground’s four- year pay offer: Year 1 4 per cent Year 2 RPI plus 0.5 per cent Year 3 RPI plus 0.6 per cent Year 4 RPI plus 0.75 per cent The LUL offer is also conditional on train operating staff accepting an extra half- hour late running. The company has also refused to undertake not to impose draconian new attendance and disciplinary procedures. By contrast, in an unconditional deal, Metronet has already settled for: Year 1 4 per cent Year 2 RPI plus 1 per cent (subject to minimum 3.5 per cent) Year 3 RPI plus 1 per cent (subject to minimum 3.5 per cent) The Metronet deal also includes a minimum £1,000 pay rise to help the lowest paid which, if applied to LUL station assistants currently on £21,500, would give an increase equivalent to 4.7 per cent to the lowest-paid operational staff. CANARY WHARF TUBE STAFF BALLOTED RMT tells LUL to talk seriously about pay LONDON CALLING FOR LUL HARASSMENT REPS Vaughan Thomas