Mad dogs and GSMs -don’t work Sundays

The OT ban is having a big impact on stations across the combine. LUL are struggling to keep stations open and are running at minimum numbers almost all day, every day
The effort our members are putting in is hugely appreciated and causing managers big headaches.
Local managers,under pressure from on high,are trying to interpret the framework agreement in a way that they say we have to move our shift, rest days or start finish times to help them out
The irony of their request for our goodwill assistance is lost on them.
The framework absolutely does not say we have to. It says LUL can, with our agreement, request a shift change
If your manager is quoting the framework agreement at you in an attempt to coerce you into changing refer them to the local RMT rep or one of your functional council reps
I have copied 1.2 & 2.3 of the framework here. A full copy is available at http://www.rmtplatform.org.uk/stationsframework

1.2 Resident staff will occasionally be required to work at other stations within their group of stations. They may also be requested, with their agreement, to work at other stations in any job for which they hold the relevant licences, provided the requirement or request to work at another station arises out of an occurrence which was not anticipated
2.3 Cover staff will occasionally be required to work at any station within the business area or be requested, with their agreement, to work at other stations in any job for which they hold the necessary licences in accordance with the rostering arrangements decided by the Group Station Manager, or in any individual shift by the supervisor or manager on duty at the time.
Managers are cancelling disciplinary hearings at short notice to cover SS duties, GSM`s are having to come in on Sundays to cover SCRA meal breaks, DSMs on the gate line
These in them self are enough to warrant the OT ban.
Every Job Matters-Makes you feel good to know we are all in this together

SRT – 97% RMT membership
Ordinarily we would not comment on rumours and half-truths instigated by desperate managers attempting to disunite the workers, but they have really scraped the bottom of the barrel with their latest drivel
It seems some managers are suggesting that the SRT will be used to cover any staff who are taking industrial action. Not sure if they genuinely think the SRT are not part of the RMT or they actually believe no one in the SRT will be supporting the action. Either way, they will find out next week just how strongly behind the action we are.

Probationers

As previously reported here, the first casualty of any dispute is the truth. We have already confirmed how the cut off dates for pay cover 2 periods, now LUL are suggesting,not to subtlety either, that members of RMT who are on probation will be jeopardising their future at LUL by taking part in industrial action
The law is absolutely clear. All members taking part in action are covered by Trade Union Labour Relations (consolidation) Act 1992 s. 146 & s.152
LUL would not dare challenge the rights of workers to take part in legitimate industrial action
And if they did the RMT would throw the whole weight of the unions resources to defend any member suffering dismissal or detriment.

Solidarity wins