Several Items were discussed with some brought to a close and others ongoing. Outlined below are the topics talked about and the actions which were agreed to be carried out.

Items from the last meeting

• Greenford Agreement – There was a specific recruitment campaign for SS’s on the Greenford group which was agreed back in Oct 07. Of the 590 applicants only 52 were successful. 106 failed at the Ticket office assessment, 354 at the Written & Role plays and 78 at the interview. The RMT has asked for a breakdown of the Written and Role plays to see the correct figures and the item will be discussed further at the APC Joint Working Party (JWP)

• Competence Management System – Managements action to hold a separate meeting to look at the old system and marry it up with the new system was outstanding and is still ongoing

• Station Supervisors doing Competence Assurance – The RMT are against this as we feel it isn’t within the Framework (Schedule No.1-Job types, Roles, Job Licences and medical standards 4.4.2 explains further). Employee Relations to consider and respond to Unions.

• Family friendly rostering – Local survey carried out to see if there is the possibility of matching up staff members who prefer Lates / Earlies. Not feasible as majority want earlies and not enough who would do lates.

• Busking – CBSO lost their sponsor for the busking back in July and only let LUL know 2 weeks before it finished. This left LUL forcing the supervision onto the Station Supervisors, this the RMT felt was unacceptable as there are a number of issues that hadn’t been addressed Any Busker who is disabled used to have the Busking supervisor at hand in case of emergency the supervisor would escort them off the station this has now been put onto the responsibility of the Station staff. Busking supervisors would also sort out the roster’s for the Buskers and any disputes that may arise. This isn’t in the SS remit and we (RMT) have strongly argued for the reintroduction of Busking supervisors but LUL have stated that there isn’t any money to pay for them. There is another meeting set up for February when the people from S&D will come back to us with their plans.

• Back filling of Promotional Training – LUL wanted to have the option of backfilling any vacancy left by a member of staff when they went for promotional training, the RMT were firmly against this as due to the nature of LUL’s training programmes if a member happened to be unsuccessful they wouldn’t get their old job back and in theory be penalised twice. LUL finally backed down and agreed to follow current arrangements.

• Christmas day working – LUL have proposed that due to upgrade works a number of stations need to be staff on Christmas day. They have offered double pay, a day in lieu and the A/L day back. RMT have stated that this isn’t acceptable and LUL have gone away to reconsider. Also the RMT raised their concerns that Regents Park has historically been closed on Boxing Day and was only open last year for refurbishment work. RMT was told that initially it was an error when LUL said it would be open but they have since taken the stance that it will remain open. LUL have agreed to go and look at the Regents Park issue and the Christmas pay has been referred to Company Council.

• Textback service at Harrow – The RMT were very frustrated at the lack of any consultation on this new LUL initiative considering LUL new about this proposal 6 weeks ago. The RMT raised several issues about this surrounding the planned LUL response to customer messages and the fact that LUL wouldn’t rule out the possibility of the Customer text’s being used for disciplinary purposes. LUL have said that the trail will go ahead and arrange another meeting to discuss the results of the trial.