So you’re a carer?

Like most carers you’ve probably answered ‘no’ to that question. That’s one of the things about being a ‘carer’ - you don’t really see yourself as one! Most of us just think of ourselves as a mum or dad, a son or daughter, a husband, wife, partner or friend. And yet the experience of looking after a family member, partner or friend is very common.

To staff on Green Park group

I have seen the bulletin issued to Green Park group staff by your GSM regarding the framework agreement, and specifically, resident staff working at other stations, and variations to meal reliefs.

Management's bulletin is based on selective quotes and misrepresentation of the agreements concerned. Despite what the bulletin states:

• Rostered staff can only be required to work at another station on the group in an unanticipated situation.
• Managers/supervisors can not alter a member of staff's meal relief unless it is due to a service emergency.

Click here for a useful guide to what the law says about stress at work.

As London Underground management move staff around like pawns to cover for their own deliberate under-staffing of stations, our new issue of 'RMT Platform' tells you exactly what your rights are, and how to stop management abusing them.

Click '1 attachment' / file name to download. Pleast distribute widely.

Just to be clear ... The Framework Agreement for Station Staff states:

It seems to be a never ending complaint that LUL managers harass and invade the privacy of our members and cause alarm and distress to them and their next of kin by making unsolicited calls whilst our members are off sick – even to the point of abusing the emergency contact details that are provided.

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.

Free legal advice on criminal matters from Thompson's Solicitors

please find the attached poster for display in all staff areas.

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.

Have you ever wondered what information LU holds about you? Have you ever thought it might be incorrect?

Did you know that under section 7 of the Data Protection Act 1998 you are entitled to see and have your own copies of information that is about you or which refers to you;things like you references, job applications, notes kept during recruitment interviews, or sickness and attendance records?

To all RMT members - Management have reneged on a long standing agreement whereby if you are stepped up to cover a job on HGW for any amount of time you would be paid the whole shift at the higher rate. Management are now stating that at least 2 hours or more need to be worked before the whole shift is paid at the higher rate.

This text is from trade union solicitors OH Parsons, and is the introductory section to its specific guides to the law on discrimination in employment. It sets out the basics of how this legislation works - and its limits! The specific guides will be posted on this website in due course.