Below this story is an email sent from a senior HR manager which clearly shows how LUL are treating their staff concerning attendance, despite Gerry Duffy of LU Employee relations stating that the RMT has no proof of LU's abuse of policies.

The email goes against what the Attendance at work policy and Attendance Support Pack state and they (LU) are basically rewriting the policies to suit their benefit which amounts to intimidation and bullying of of our members. Check out what your rights are, by following the "know your rights" guid on this website and stand up to management bullying.

Speak to your rep and and take appropriate action to stop this behaviour from LU. Do this by firstly voting yes on the upcoming ballot standing together to get our feelings known and locally questioning your Managers via the correct machinery.

See Below

From: [HR Business Partner – JNP]
Sent: 16 April 2008 16:59
To: [Various Train Operations Managers, plus others]
Cc: [Perf Mgr Northern Line, plus others]
Subject: AAW Warnings

Dear All

For the avoidance of doubt I thought I should once again confirm that all Oral Warnings which are issued for infringements of the AAW Procedure should be of 26 weeks in length. There should be no reduction of this under any circumstances.

Equally, Written Warnings should be 52 weeks in length with no reduction.

I appreciate that most of you know this (having heard it 1,000 times), but it does seem to have slipped by the odd 1 or 2 of you (no names mentioned - you'll have to buy me a beer on Friday first!). Can you please ensure that all your DMTs/Service Managers are once again advised of this.

Hope this clarifies.