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Negotiations are developing on a daily basis so I will wait until we have a clearer position before producing aanother SFC News. However, I know reps and members want to know how talks are going so here are some recent developments:

* LU have now given us a written statement on fixed term contract (ftc) CSAs. All FTC CSAs in post on 21 Aug will be made permanent. The only exceptions to this are where they fail probation or would be dismissed under the AAW or disciplinary process under normal business arrangements. We have been told verbally that all permanent contracts will be at CSA1 grade. This is a significant step forward although further discussions will need to take place regarding any FTC staff recruited between 21Aug and next February when LU has said they will return to recruiting permanent new staff.

* Further talks on transfer and promotion policy will take place tomorrow.

*LU has stated that PT staff will be treated with understanding if new locations represent significant increased travelling or slightly different hours. The company is suggesting that local adjustments can be put in place.

* HGW will be paid after 2 hours where an additional license is required. Where a member is covering a higher grade but does not need a higher grade license to do so, HGW will be paid for full shifts. Further discussions to take place to identify whether there are other circumstances in which HGW would be paid where a license is not required.

* RDs to be inserted into rosters in some cover weeks. One Sat or Sun in blocks of three cover weeks and one Sat plus one Sun in blocks of four. On this basis LU has stated the majority of rosters will have as many weekend rest days as now. The distribution of these days will be agreed locally.

These developments have been made since LU proposed a new basis to resolve our current industrial dispute.

LU's proposal also includes a post implementation review of Fit for the Future, which can look at staffing levels and any issues affecting staff. 28 days notice of duties in ine with the current framework is now in LU's proposals and working beyond your own cover group can only be on the adjacent cover group and only on an occasional basis when you are on cover weeks.

These are highlights. There are many discussions to still take place including job decsriptions and negotiations to draw up a full revised framework.

The proposals still include hundreds of job cuts which RMT believes will leave some stations chronically understaffed. However, our strike action and campaigning to date has won hundreds of additional jobs that were not in LU's originol plans.

I will try to provide a further summary of where we have reached following final discussions on the T&P. This report is not a comment on what we do next. We need a full discussison on that once the proposals from LU to resolve the dispute are clear for every function.

Jared.