Swift action by RMT representatives has led to Acton Town group management withdrawing attempts to have CSAs "babysit" stations ie. work alone, covering the Supervisor's duty.

RMT strongly objects to this practice, because:

• CSAs are entitled to work with a Supervisor, as without one they are unsafe and vulnerable;

As well as the attack on Core Station Supervisor training outlined here, the following issues were also discussed at Monday's Joint Working Party about the ex-Silverlink stations:

London Underground management are trying to whittle away the core roles of a Station Supervisor by creating a part-qualified Supervisor grade on the ex-Silverlink stations. RMT believes that this is both unfair on the staff who will take up these Supervisor jobs and a threat to the Station Supervisor grade in general.

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.

It seems that some local managers feel that they can impose "local sickness reporting policies" that are outside LUL's Attendance at Work policy, and which further tighten the screw on sick staff. Your RMT reps want to put a stop to this abuse of staff, and need you to tell us if this happens in your area.

Ticket Office Discrepancies
last week a samf entered her monies(denominations and quantity) via the TOM to create a float bag for the next day, the total came to lets say £570
The next morning the same float bag is opened and witnessed and the early morning samf enters the exact same monies(denominations and quantity) into the TOM and the TOM adds it up to a different total of lets say £580
a £10 TOM generated discrepancy was created.

Agenda for Level 1 Meeting 26/6/2008 –Heathrow Group - NOTES

1. Minutes of the last meeting - Past was history! Look forward to the future
2. Dates for the next meeting for the year - Sept and Dec 2008 + 4 dates 2009
3. 12 weekly cycle for Reserve staff - – To be issued as per AG1
4. No Communication from AG1 / Supervisor once the duties have been changed for Reserve Staff – To have AG1 fully staff and properly up running.
5. Overtime Issue – – Issue weekly duty shortages early if possible