Referral from Embankment group: proposed roster changes

Local management are trying to cut a Supervisor post at Mansion House, claiming that the meal break turn is no longer needed. The GSM originally claimed that this was due to the closure of Blackfriars station, but management also claimed that absenteeism was an issue. RMT opposes this move, because:

• a roster should not be permanently changed due to a temporary situation (Blackfriars closure)
• we oppose the loss of a job
• allegations of absenteeism should be addressed through performance management not through cutting a job
• the proposed new roster is more anti-social
• there has been no change to the business needs schematic at the stations involved, and that new roster can only meet the BNS because of the Blackfriars closure

Management responded that they would consider our points and reply within 28 days. RMT requested a meeting be convened to discuss the response. Management refused, and RMT stated that if we were not happy with the response, we would refer the issue to an ad hoc Director's meeting.

Management also confirmed that they anticipate that when Blackfriars reopens, it will be graded SS1.

Referral from Goodge Street group: SRT covering platform duties

RMT's rep on Goodge Street group complained when SRT members were used to cover rostered work. Local management refused to accept that they were not allowed to do this. At the functional council meeting, though, management accepted that this was wrong, and should not happen again. This referral was really useful, as management probably hoped that that we would give up protesting about the misuse of the SRT, and this shows that we have not.

Advice to reps: SRT members are supposed to be used for special requirements eg to be extra staff during events, not to substitute for rostered duties which are not covered by regular staff. If this happens on your group, please report it to a functional rep immediately, and raise at your next level one meeting.

RMT also proposed that discussions are held about the deployment of SRT when they are 'spare', and that the SRT booking form be faxed to Station Supervisors so they can see exactly what work the SRT staff are supposed to carry out. Management agreed.

Referral from King's Cross group: removal of staff pool table

Management ordered the removal of the staff pool table from King's Cross station, even though it is not theirs, and is a staff facility that costs the company nothing. Management claimed that the location of the pool table was unsuitable, so RMT proposed that the issue be referred back to level one to identify suitable accommodation for it. Management refused, and simply asserted that the line's management had exercised their right to cancel a local arrangement.

Implementation of new rosters

RMT sought clarification about whether local managements should be trying to introduce new rosters while the company is planning on revising all rosters as part of their job-cutting OCP plan. Management stated that discussions on new rosters that started before the job cuts were announced could continue, but no new roster change discussions should start.

Operation of Transfer and Promotion system

RMT sought clarification that the Transfer and Promotion (T&P) system is fully operational ie. that staff are promoted and transferred to new posts as vacancies occur, in line with the agreed T&P system.

Management initially replied 'yes', but in discussion, they revised this to 'The T&P is still the agreement under which we move staff', meaning that they often choose not to move staff or fill vacancies, but on the occasions they do, they apply the T&P system!

Transfer and Promotion - 12-month rule

There is a rule that you can not transfer to a new location within 12 months of your last transfer. When discussing the 'over-establishment problem', RMT had argued that the 'problem' be addressed by allowing staff to move into vacancies, and that the 12-month rule be temporarily suspended until this issue was resolved. Management had agreed, but unfortunately did not publicise this or amend the nomination form accordingly. A few staff had nominated locations that they wished to transfer to in the future, thinking that they would not be made to move there until 12 months after their last move. However, when the rule was suspended without their knowledge, they were expected to move even though they did not want to at present.

RMT argued that staff in this position should not be made to move. Management agreed.

RMT also aksed for a re-confirmation and clarification of the policy, which is: Staff will not transfer to a new location within 12 months of their last move. However, management and staff side may jointly agree to temporarily suspend this rule in special circumstances. If they do so, management will publicise this to staff.

Ratification of Framework Agreement Version 24

There is still disagreement between the unions and management about the interpretation of some clauses of the Framework Agreement.

Complexity Reviews

The Acton Town review has not yet been carried out.

High Barnet has been upgraded from SSMF to SS2MF, effective from 4 April 2010.