SHIPPING AND OFFSHORE

RMT helpline 0800 376 3706 :: march 2015 :: RMTnews 18 Royal Fleet Auxiliary members are being balloted for strike action against the implementation of the RFA Future Development Programme which has already been overwhelmingly rejected in a referendum of affected members. RFA has already implemented a 3.4 per cent uplift in core salary levels and an increase of the RFA Allowance by an additional £425 per person per year and the inclusion of the RFA Allowance into core salaries, the equivalent of an average 1.3 per cent pay rise. However there has been a failure to agree over banding in the competency based system and apprenticeship terms and conditions have not been agreed with RMT. The union also does not accept the increased workload placed on Leading Hands ie administrative assistants and stores accounts and RFA has failed to provide written assurances that members will be deployed in the ‘right place at the right time’. RMT does not accept that the staffing levels proposed on TSoC vessels are adequate. On Stena Line in the Irish Sea the union is demanding a substantial increase in rates of pay and improvements to conditions of service. However the company has declared that any pay increase must be based on its ability to pay within the restrictions of on- going costs saving exercises and any increase could only be achieved by agreement on future savings on manpower costs. The offer was recently rejected by the members in a referendum. RMT has strongly objected to a link between the annual pay review and other cost saving measures and the company maintained its position that it must make savings going forward. Discussions are ongoing as we go to press but a ballot for industrial action has not been ruled out. A ballot for industrial action is also likely for offshore members working in the energy sector as several operators including Apache, Marathon, Talisman, CNR, Enquest have announced that all contractor staff will move from existing 2:3 or 2:2 shift patterns to a 3:3 shift pattern in order to drive down costs. There will also be cuts to; sick pay, pension contributions, travel allowances, stand-by payments and in some cases actual rates of pay. On top of this, any paid leave entitlement will have to be taken during field breaks, normally taken from time worked, so there will be an additional 28-days worked per year for no additional pay. The change to shift patterns will also see a 20 per cent reduction in staff numbers and many ad-hoc employees will also face redundancy as engineering projects are cancelled or delayed. This attack on RMT members must be resisted by all means at our disposal and we should look to engage with IE energy union in Norway, as well as the ITF and Industriall. The Scottish TUC has organised a summit scheduled for this month to deal with the growing crisis in the energy sector as a whole. Finally an agreement has been reached with P&O (cruise operations) a 2.5 per cent increase, backdated to April 1 2014, plus an additional four days annual leave. Following a consultation of affected members, this offer has been accepted and the increase, along with backdated monies, was paid to members in November. SHIPPING AND OFFSHORE National secretary Steve Todd reports on the latest developments in the shipping and offshore for RMT members