MANAGEMENT INCONVENIENCES

My name is Craig, and I work as a Conductor on Scotrail. Around 2014, I developed two conditions - primary biliary cirrhosis and ulcerative colitis – which affect my liver and digestive system. Unfortunately, work has created several problems for me when working on trains. There is often a lack of working toilets, and the company is reluctant to resolve the issue, even when the fault has been reported before the train has departed from the originating station. A ‘toilet stop’ at the next available main station is not enough, as inflammatory bowel disease can’t be controlled by time or dependence on a station actually being open. For example, the facilities at Inverness station may be closed, especially on a Sunday. I have been open about my conditions and their effects. I’ve also stated that when it comes to the point where my condition would interfere with my duties, I would declare as such, but not where I am forced into a situation where basic human needs aren’t met. It feels like management don’t have a clue, and don’t see the need to attempt to understand an individual issue by researching the symptoms or effects of a condition. Simply reading up on some open-source forums to see how each individual deals with their conditions or how they are feeling would be a massive step forward for that individual, to know that their manager does understand to an extent what they are going through. It’s not about asking them to become medical experts. At the beginning of the pandemic, when shielding started, I had few phone calls from my direct manager. I got a call from HR, who were phoning those on the shielding list, and explained the situation. I was asked about contact from my line manager, and gave an honest answer of the limited contact I had. After this contact with HR, I received weekly calls for a short time. I have been an RMT member for fourteen years. My union rep has been supportive and stood by me, always available for advice and to explain my options. They have explained what has been happening when it comes to how management have handled my disability and directed me to qualified professionals who deal with disability discrimination, inequality and effects on mental health due to poor leadership. The introduction of a diversity and inclusion department and well-being advisor proves that there’s an awareness from director level that more support is needed. My job would be much more accessible if all trains were to leave with working toilets (with appreciation that faults can happen en route); if relief staff were available if you can’t continue with the service because of your known disability; if there were accessible toilets at all depots; and if there were options for alternative duties. HR, my manager, my union rep and myself agreed a course of action, but management took two months to implement it, further exacerbated by COP 26, which seemed to put my needs on the back burner and other things took priority. If you find yourself in a situation like mine, stand up for your rights. Don’t ever feel pressurised, don’t ever be made to feel like you are an inconvenience. Don’t allow yourself to feel abandoned and don’t let yourself feel like you have no options. You have more rights than you think. RMT helpline 0800 376 3706 :: february 2022 :: RMTnews 18 Copies of RMT - 150 Years of Trade Unionism are available from your branch or the RMT website. rmt.org.uk/shop/miscellaneous A new pictorial history of the union from 1871 to 2021 DISABLED MEMBERS SPEAK OUT MANAGEMENT INCONVENIENCES