Section 10.1(a) of the Employment Relations Act 1999 states:

Right to be accompanied

(1) This section applies where a worker—

(a) is required or invited by his employer to attend a disciplinary or grievance hearing, and

(b) reasonably requests to be accompanied at the hearing.

Just a quick one today to let you know of the only real issue on the group this week.

This being management asking to see proof of medication ie a photocopy of the medications box showing dosage name drs details etc. It was agreed in the recent level 1 meeting that it is acceptable for management to request to see this information. It was also confirmed this was not as management were trying to tell staff "Company Policy" and when asked for this policy then being told "LUOH/District line policy" and then admitting it is ot a policy at all

On RMT's request, management confirmed at the Stations & Revenue Council meeting on 26 November that only an employing manager can conduct a case conference with a member of staff. This is because a case conference can make decisions regarding conditions of a member of staff's employment eg. reasonable adjustments, redeployment.

Dear Colleagues,

I am hearing more and more reports of members being called to attend fact-finding interviews whilst being denied RMT representation.

I have recently been given a document which comes with a message from the General Secretary on one side, and a proforma on the other. I have copied the proforma into a word document and attached it below. As soon as I am able I shall attach a pdf document with this blog entry. Please find the attached word document, and use it whenever necessary.

The next level1 meeting for the Oxford Circus is on 05/11/09.
If any member has any issues they want me to raise please email me.

One of issues I will be raising again is the 28 day rule from the AAW(Attendance at Work policy).

Sometimes, you may be unable to attend a disciplinary/grievance/etc meeting at the time/date scheduled by management. Because of this, an alternative date/time can be arranged. It seems to be standard practice on London Underground that management set the alternative, which could cause you problems if neither date is suitable.

RMT press release, issued today

THE TUBE’S biggest union today began a re-ballot of nearly 10,000 members across London Underground and Transport for London for strike action in separate disputes centred on jobs, pay and breaches of disciplinary and attendance agreements.

Happily, the industrial action between Wednesday 8th April and Thursday 9th April 2009 was a success.

The manager at the centre or RMT's dispute on Willesden Green group of stations is the same manager who was at the centre of a dispute with ASLEF at North Greenwich depot in 2004.

Dear Customer,

The RMT wishes to inform you that its members on the Willesden Green Group have voted to withdraw their labour from 18.49 Wednesday 8th April until 18.48 on Thursday 9th April 2009.

(The Willesden Green Group includes the stations between Dollis Hill and St. John’s Wood).

Following an overwhelmimg yes vote for Industrial action and London Undergrounds refusal to invite the Equality and Human Rights Commission to investigate Managements discriminatory and abusive treatment of our members,a strike has been called as follows:

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.

From Bob Crow, RMT General Secretary - click on the file name below to download and print this.

NOTICE OF BALLOTS FOR STRIKE ACTION AND INDUSTRIAL ACTION SHORT OF A STRIKE

Is there a New Policy covering Accident At Workplace? During my last LDI a local DSM tried to talk me into a new company policy on Accident At Work.I arguged against it and made sure that Warning was not issued to our member.But I like to know if there is or will be a New policy.

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

BREAKDOWN IN INDUSTRIAL RELATIONS, WILLESDEN GREEN GROUP

In the last circular I outlined the reasons for the breakdown in industrial relations, at the Willesden Green Group, and that a membership check was being carried out via the Branch
Representative.

It seems that some LUL managers have been calling in sick staff for 'informal' meetings when they have been off sick for less than 28 days, and are refusing them union representation. This is despite the facts that:

It has come to our attention that some managers are issuing notices that they require medical certificates from day one of sickness absence over the Christmas and New Year period. RMT believes that they have no right to do this and we will be taking this up with LUL management.

By law, you have the right to self-certify your sickness absence during the first seven days. Under certain circumstances, LUL management can insist that you provide a medical certificate from day one of your absence.