Attendance and discipline

Management's discipline and attendance policies - and the way they use them to mistreat staff

LUL Disciplinary Hearings

From RMT official circular IR/86/09, dated 17th March 2009

It has come to my attention that LUL management have changed the way they conduct disciplinary hearings (CDIs). They have started to routinely involve a PMA, or People Management Advisor to the CDI. In our view the PMA is not independent but is part of the Management team. This effectively adds a third person to the disciplinary panel and is therefore outside the LUL disciplinary procedure as well as a change to existing practices.

Piccadilly Line Drivers Ballot for Action

From RMT head office circular No. IR/70/09, dated 5th March 2009

BREACH OF DISCIPLINARY PROCEDURES – PICCADILLY LINE

In view of the ongoing concerns we have with regard to abuses of the disciplinary procedures on the Piccadilly Line, the ballot of Train Operators will go ahead as we are still in dispute.

For legal reasons two separate ballots will be held, one for Arnos Grove Ash House and the other for Acton Town Bollo House.

The ballot papers will be sent out to members on 10th March 2009 and the closing date will be 25th March 2009.

Resolution: Management Bullying of Staff

This resolution, submitted by East Ham branch, was withdrawm at the March meeting of the Regional Council as it had been overtaken by events!

That East Ham Branch believes that the tactic of isolated & localised action as seen on London Underground last year was not as effective as it should have been, whilst being strongly supported. It would now be fair to say that local managers are redoubling their efforts to intimidate and bully staff into coming into work sick or face redeployment. This is certainly still happening by the current GSM on East Ham group.

Adverse Weather: Report on Talks with LUL Management

Steve Hedley and I buttonholed senior LU Managers today about their policy on the heavy snowfall last Monday. The radio and TV advised everyone not to travel and TfL cancelled the buses on safety grounds. Quite rightly so.

But now LUL managers have started deducting pay and leave from staff who couldn't get in. So they stop people getting in, then fine them! Has the left hand knowledge of what the right hand is up to?

Zak Khan's Appeal Decision Deferred

Arnos Grove driver, Zak Khan, harshly sacked last month after having a SPAD last October, has had his appeal decision deferred, not once, but twice. At his appeal hearing on 3rd February, Zak’s rep, Dean O’Hanlon, pointed out the many points which the original disciplinary panel skipped over, along with new evidence, and made a strong case for Zak’s reinstatement. Appeal Chairman, Nick Shaw, listened to the points made, before announcing that he was not going to make his decision immediately; the appeal would now be reconvened at 1530 on Friday 6th February.

Collective Grievance: Non-Attendance to Work due to Adverse Weather Conditions

The following collective grievance will be presented to LUL management tomorrow (Friday 6 February). To add your name to it, please contact Janine Booth either by email or by text to 07748-760261 TODAY (Thursday).

COLLECTIVE GRIEVANCE - NON-ATTENDANCE TO WORK DUE TO ADVERSE WEATHER CONDITIONS

We the under-named submit this collective grievance arising from our inability to attend work on Monday 2 February due to adverse weather conditions.

Replying to LUL Management about Attendance

Here are my thoughts on the responses given by management to issues the union raised about attendance. In summary, I'd say that although management's responses may help us put a stop to some of the worst abuses by local managers, they staunchly defend the company's intention to treat sick staff very harshly (to say the least). We need to step up our battle to prevent our members being treated like this, and to demand rights for sick staff.

Length of warning ‘up to’ 26/52 weeks

London Underground Sickness Issues: Management's and Unions' views

RMT has raised many issues with London Underground management about the way that the company treats staff who are off sick. Several of them are listed here, with the union's view and management's response. This summary is provided by London Underground management.

Issue - Length of warning ‘up to’ 26/52 weeks

Trade Union Line - Insufficient / no discretion being applied