'RMT Platform' has previously reported on the 'Employablity' scheme which helps long-term unemployed people into jobs on LUL. One of the issues we have raised is the fact that trainees do not get any financial help with childcare costs, so have to pay childminding fees out of their benefits - which is practically impossible.

This document covers areas such as maternity and paternity leave, adoption leave, funeral leave, and other forms of leave additional to annual leave that you might need to take to meet your family responsibilities. The text is provided below, and you can click '1 attachment'/file name below to download the document as a PDF.

FAMILY LEAVE GUIDELINES

1. INTRODUCTION

This document provides London Underground's guidelines for progressing flexible working applications. Click '1 attachment'/file name to view and download the document as a PDF, including the application form. Your RMT rep can help you through the application process.

FLEXIBLE WORKING GUIDELINES

1. INTRODUCTION

This document, addressed to LUL's employing managers, was issued jointly by management and the unions in 2004 and re-circulated in 2008. Click on '1 attachment'/file name to view and download it as a PDF, complete with signatures!

STATIONS & REVENUE FUNCTIONAL COUNCIL
JOINT COMMUNIQUE REGARDING FLEXIBLE WORKING

The Employment Rights Act 1996 gives employees the right to time off if something “unexpected” happens to their arrangements for caring for a dependant. But your employer may suggest that the word "unexpected" means that if you had more than a couple of days' notice, then you do not have the right to the time off. But a recent legal case has established that “unexpected” can include a situation in which the employee had two weeks’ notice of a change to their childcare arrangements.

Have you ever applied for 'flexible working'? ie. For changes to your hours or location of work to suit your caring responsibilities? RMT is surveying members' experiences of applying for flexible working. We know that while getting the flexible working arrangement you want can be a great boost to your 'work-life balance', getting it can be a difficult process.

By gathering information about your and others' experiences, we can boost our campaign to strengthen your right to flexible working.

This resolution was unanimously agreed by RMT's National Women's Advisory Committee on 11 November, having been submitted by Bakerloo and Central Line West branches. It will now go to the union's Executive for their consideration.

This union is appalled at the announcement by Peter Mandelson that the government's plans to extend flexible working rights to parents of all children under 16 have been put on hold due to the economic crisis.

If you have a child under the age of 6, a disabled child under the age of 18, or care for a dependant adult (eg. a sick or disabled partner, parent or adult son/daughter), then you have the legal right to apply for ‘flexible working’ ie. changes to your hours or location of work that fit in better with your caring responsibilities.

This year, London Underground has carried out an 'employability' scheme for long-term unemployed people devised by the Mayor's office (background here). The company has now forwarded its report to us, which is copied below.

RMT raised some issues:

• We believe - as does the trade union movement in general - that people training for work should receive wages rather than benefits. However, we accept that this was beyond the remit of LUL to implement.