PRESIDENT’S COLUMN

24 President’s column RMT helpline 0800 376 3706 :: july/august 2021 :: RMTnews I would like to report this month on the fantastic response we are having to our SOS campaign for all station staff. If you haven’t managed to attend a meeting please contact your local or second stage representative or branch if your regional meeting has taken place, there are still lots of regional council area’s to be covered so check when we are in your region! This government continues to play Russian roulette by removing restrictions at a time Covid cases continue to rise. Rest assured your union is stepping into the arena’s and stating your case and fighting your corner and I also want to remind members RMT is still saying if it’s not safe evoke your work safe procedure. As Covid restrictions are being lifted your employer has a responsibility for your welfare and keeping you safe. You have a responsibility to make sure you keep yourself and others safe that’s why the work safe procedure was implemented Covid 19 means additional risk assessment were carried out and remain until new assessments are in place! Take care of yourself as these restrictions are lifted. I want to highlight the work our reps have done at Stena. This group of workers like loads of others in membership have had a pay rise removed by their employer prior to Covid then their new sickness policy was attempted to be thrust upon however this group of essential workers have come together stood up to the employer and won an improved pay offer. Hopefully now Stena will work with us as a union and not against us. I also want to pay tribute to Scotrail members fight for equality and fair treatment continues to grow, to build and show you will not stand for the contempt that has been pushed your way is fantastic. Also the Caledonian sleeper members who have staged 11 days of strike action! Amazing, I hope the company are going to sit round the negotiating table and resolve the dispute! Our members on EMR who are also stepping up and defending their hard fought for terms and conditions these fights of will be the only way we win so as pressure builds to get workers paying for the pandemic the message is clear from the RMT we will not stand by and watch you destroy our industries! Solidarity to all, Michelle Rogers SOS CAMPAIGN, STENA, SCOTRAIL, CALEDONIAN - RMT FIGHTS ON I ’m Sanna Jensen and I work as a Signaller in Network Rail I was diagnosed with Type 1 Diabetes in 2017. Night shifts caused a problem for me as they stopped me being able to control my blood glucose, which could make me very unwell. So, I requested to not work night shifts as a reasonable adjustment. An occupational health report supported the view that I should not work nights. However, management seemed reluctant to think ‘outside the box’ and expected me to provide solutions. Fortunately, I had made the wise decision to be a member of RMT and to take a representative with me to meetings with management. When local management seemed unable to deal with the situation adequately, I had to escalate it to higher management and when I mentioned “employment tribunal” and “discrimination” they took some notice! Eventually, the company agreed to my adjustment and I no longer have to work nights. This has helped me to manage my condition. Sometimes, colleagues do not understand your situation and think you are getting preferential treatment, which creates extra pressure. Please remember that if a workmate gets a reasonable adjustment there is a good reason for it, even if you don’t know what that reason is. My advice to others in a similar position to me is get an RMT rep involved, prepare solutions to present to management and keep all paperwork. Do your research – make sure you know what your rights are, and what the employer’s responsibilities are. There is information about this on the disabled members’ section of the RMT website. Remember that management are very uninformed about your legal rights to reasonable adjustment, despite Network Rail (and most other companies) having policies on this. Management also appear unaware of the Access to Work fund, from which they can claim money from the government to help pay for your adjustments. So, tell them about it! Use the Diversity and Inclusion Human Resources Business Partners (D&I HRBP) to assist you. Most of all, be involved and active in your union. I am now a Route Council Rep and Equality Rep. DISABLED MEMBERS SPEAK OUT LIVING WITH DIABETES