Strategy and Development Forum

Several Items were discussed with some brought to a close and others ongoing. Outlined below are the topics talked about and the actions which were agreed to be carried out.

Items from the last meeting

Our recent level one meeting on the East Ham Group was a complete suprise. Management were willing to listen to our complaints and respond favourably in nearly every instance. Smiles were seen from across the table that sent chills down your spine and made you wonder what dasterdly plan was being hatched or what path we were being led down to certain death. Still two days have gone past and we are all still alive at the moment so the tea was not poisened and they have not assigned hit men to us yet.

The following statement was made jointly by RMT and TSSA following a presentation by management about 'patterns of non-attendance' at today's meeting of the Strategy and Development Forum:

RMT and TSSA believe that LUL management are orchestrating a clampdown on attendance, to such a degree of harshness that it amounts to bullying of our members and denial of their human rights and basic standards of justice.

Management are doing this despite the fact that, by their own admission, LUL has "some of the highest levels of attendance ever".

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

Despite regular articles in On The Move suggesting that the ex-Silverlink staff are working in some kind of paradise, London Underground are in fact denying the staff some really basic fair treatment. Four of these issues were discussed at the Company Council meeting on 2 July. Management repeatedly said 'no' to quite reasonable demands from RMT - but if you read through to the end, you will find a small yes!

At the Stations & Revenue Council on 18 June, RMT submitted plenty of demands for a better working life for staff. Management said No to most of them, but if you read carefully, you might spot a few small victories! Phrases that are highlighted like this link to more detailed reports, so click on them to read more!

Here is a summary:

So said LUL management at June's Stations & Revenue Council meeting.

RMT accused the company of having abolished discretion in the way that they implement policies - always giving the maximum warning for non-attendance, never awarding paid special leave.

Last month, a local RMT rep asked, Who polices our agreements?. Reps are sick of seeing managers break their own rules and disregard decisions made at the Stations & Revenue Council.

So at the last meeting of the Council, on 18 June, RMT demanded a robust system to esnure that managers obey the rules. Our agreements might not be perfect, but they are better than a state of chaos in which managers can treat staff exactly as the whim takes them.

London Underground seems to have developed a habit of sending staff to jobs that don't actually exist. There are groups of staff, such as CSAs at Rickmansworth, who were sent out of the training school to 'over establishment' posts. And then there are individuals, several of whom have been offered moves that they had nominated and signed acceptance for, only to be told that there is some kind of hitch and they can not have the job after all.

If a member of reserve staff works more than their contracted hours over a 12-week period, s/he is paid for the extra hours at overtime rate. At June's Stations & Revenue Council, RMT proposed that if the individual staff member wanted to, s/he should be able to take time off in lieu instead.