RMT Circular May 2017

Dear Colleagues,

DISCIPLINARY – L. CORNELL, S. SOUISSI & D. SHARP – LONDON BRIDGE – LONDON UNDERGROUND (LUL/4/4)

Further to my previous Circular (IR/193/17, 9th May 2017), ballot papers were posted to all CSA, CSS, CSM & RCI grades on Monday 15th May so members should receive them this week. If any member does not receive their ballot paper, please ask them to call the Freephone helpline on 0800 376 3706, the switchboard on 0207 387 4771 or e-mail info@rmt.org.uk to request a replacement.

 

WITHDRAWAL OF TRAIN OPERATOR TRAINING, KINGS CROSS EAST-WEST REVERSING, PICCADILLY LINE – LONDON UNDERGROUND (LUL/14/10)

Further to my previous Circular (IR/193/17, 9th May 2017), a report was received from the Lead Officer along with correspondence from the Company confirming that the practical training in question has not been withdrawn, pending further consultation with the unions under the agreed health and safety machinery.

The National Executive Committee has noted the correspondence on file and that the Trains Safety Council Reps will be vigilant and pursue this matter. I will keep Branches advised of any further developments.

 

CHANGES TO TRAINS OPERATIONAL MANAGEMENT – LONDON UNDERGROUND (LUL/15/4)

Further to my previous Circular (IR/361/16, 25th November 2016), members will recall London Underground’s proposal to remove the DTSM and TOSM grades and replace them with a new grade called Trains Manager. RMT MATs Representatives attended a series of discussions and this matter has been considered by the National Executive Committee, which notes the letter from the Company imposing this reorganisation on our members and staff in general and also recognises the extensive work involved in this matter where our Reps successfully mitigated the worse aspects of this restructuring through their negotiations with the Company. RMT will commence a recruitment drive amongst these grades and Reps will remain vigilant.

 

MACHINERY OF NEGOTIATION – KEOLIS AMEY DOCKLANDS (DLR/0005)

Further to my previous Circular (IR/337/16, 10th November 2016 “Partnership Agreement – Keolis Amey Docklands”), a series of intensive negotiations have taken place with Company and a revised draft negotiating machinery has been received.

This matter has been considered by the National Executive Committee, which has taken the decision to convene a meeting with the Senior Assistant General Secretary, DLR Branch Secretary and Branch Officials, Lead Officer and NEC members. I am currently acting in accordance with this decision and will keep Branches advised of all further developments.

 

RATES OF PAY & CONDITIONS OF SERVICE 2017 – BALFOUR BEATTY (LUL) (LUL/0001/BB(LUL))

In line with union policy, a pay claim for an increase in pay and improved terms and conditions was submitted to the company. The negotiating team has met with them and the following offer has been tabled:-

  • The agreement dates from 1st January 2017 and the pay increase will be processed in the next available pay run, subject to date of actual agreement.
  • A proposal to not adopt a blanket incremental award, but align salary to grades and role as follows:

Role

Old rate p/h

Proposed rate p/h

% Increase

Pence per hour

Foreman 1

N/A

12.49

N/A

N/A

Foreman 2

N/A

12.1

N/A

N/A

Foreman 3

N/A

11.42

N/A

N/A

Driver

10.47

10.63

1.675

0.16

Chargehand

10.84

11.06

2.12

0.24

PL1

N/A

10.73

N/A

N/A

PL2

9.79

10.05

2.5454

0.26

PL3

9.13

9.75

5.6606

0.62

Store Operatives

9.9

10.05

1.485

0.15

 

  • Whilst no one is operating on the grade levels of Forman 1 – 3 or Platelayer 1 the Company wants to encourage the view of progression to raise aspiration and ambition on the contract and as such we have proposed rates for future promotions.
  • The average percentage increase taking this approach is 1.9%.  The Company does not propose to make any increment of wet time or shift allowance. In addition the Company does not propose to include any turn around payments.

  Exceptions

  • The award applies to employees who continue to be in employment on the agreement date. Any employee whose current level of salary is of parity or falls above the agreed rates will not qualify for salary uplift.  The purpose of this to achieve transparency and parity between grades. However in the purpose of wanting to agree a fair pay offer we are prepared to offer a one off £500 payment to John Parvin and Eromosele (Michael) Iwowo

The NEC has considered the offer and it has instructed me to inform the Company of our acceptance of the offer.

 

Yours sincerely

Mick Cash

General Secretary