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Station Functional Council News is the newsletter for London Underground station workers, produced by RMT activists in the grade.
In this edition:
Organising On Night Tube
Attendance At Work Policy
Crossrail Fightback
Code 36 & Performance Issues
Uncovered Duties
Why All Tube Workers Should Be In The RMT
Please share this newsletter online, and print and distribute it in your workplace.
Station Functional Council News is the newsletter for London Underground station workers, produced by RMT activists in the grade.
In this edition:
Organising On Night Tube
Attendance At Work Policy
Crossrail Fightback
Code 36 & Performance Issues
Uncovered Duties
Why All Tube Workers Should Be In The RMT
Please share this newsletter online, and print and distribute it in your workplace.
Station Functional Council News is the newsletter for London Underground station workers, produced by RMT activists in the grade.
In this edition:
Organising On Night Tube
Attendance At Work Policy
Crossrail Fightback
Code 36 & Performance Issues
Uncovered Duties
Why All Tube Workers Should Be In The RMT
Please share this newsletter online, and print and distribute it in your workplace.
ORGANISING ON NIGHT TUBE laid out on the table, and obviously-
RMT is using the opportunity of a scripted jargon about “patterns of network-wide review of Night Tube nonattendance” being unsustainable station staffing to organise and empower going forwards”, even though the Night Tube members. members are in work, performing full We’re surveying Night Tube workers duties, with no LUOH restrictions, with a specially designed questionnaire to proceeds to issue forth from the AM’s establish what the key issues facing them mouth. are: early returns are showing real RMT have raised this issue at Company concerns around staffing levels, safety, Council and await a firm response, in the and problems with contact arrangements meantime , the settlement for which and access to training. As the company’s recent planned drivers’ strikes on the review proceeds, we anticipate that we’ll Piccadilly Line were suspended also be presenting demands for, amongst included a commitment that the use other things, an increased staffing level in “rainbow” procedure, as this style of various locations. If the company won’t attendance management is sometimes engage with these demands, we will need known, will cease. As we obviously can’t to explore other ways of pressing the have different approaches to attendance point. management across different functions, If you’re a Night Tube worker, speak to we fully expect the principles of the your local rep to obtain a copy of the settlement to be extended to stations. questionnaire, and get involved in your If you, or members in your area, are branch to make sure Night Tube issues hauled into one of these meetings, ensure are reflected. a Stations The company is also circulating its own Functional Council rep is made aware “Night Tube health questionnaire”, which immediately. Local reps can also it is required to do by law, as employers legitimately table items at Level One with permanent night Committees about local implementation workers are required to assess its of the AAW procedure. impact on their health. Only, it’s doing it two years late, in a patchy and CROSSRAIL FIGHTBACK inconsistent way, and doesn’t appear RMT is continuing our campaign amongst to be acting on the responses. If this members on LU stations due to experience sounds familiar to you, speak interchange with Crossrail (the “Elizabeth to your local rep. Line”). We are demanding minimum numbers of ATTENDANCE AT WORK POLICY 2+ to ensure double-staffing of control At a recent Company Council meeting, rooms, and for revised rosters to maintain RMT presented LU with a dossier of or improve work/life balance. Attendance At Work horror stories, Local reps have made LU aware of our clearly showing a wide range of breaches objections to draft rosters and we will and misapplications of policy and now be pursuing the matter at director procedure. level. All affected branches have passed Of particular concern is the recent spate policy calling for a dispute if LU don’t see of meetings members have found sense and realise that that our members themselves summoned to where their cannot be forced to pay for Crossrail with entire attendance history going back their social and family lives. CODE 36 & PERFORMANCE ISSUES we will not accept the continuation of Complaints have been flooding in where this unsafe, unfair and unlawful practice. members are being threatened with disciplinary action over their alleged WHY ALL TUBE WORKERS SHOULD failure to deal with the increasing volume BE IN THE RMT of unresolved journeys. The last two decades have seen Aside from the real risk to safety when enormous attacks on the pay, conditions attempting to resolve these journeys, and pensions of millions of workers. there are simply not enough staff to just Pay freezes in the name of “austerity”, leave the gate line and try to extract cash pension raids and terrible contracts have from passengers who are very often been the norm in many industries. Yet on disinclined to pay. SFC reps have raised the Tube we moved from a 40h week, via the issue and been offered the following a 37.5h week, to the present 35h week assurances from LU; Directives about not which, with banked hours gives us 52 days keeping people inside the system remain annual leave. Nearly every one of our in place. There is no individual target for annual pay rises in the last 20 years has resolving journeys and no one can be been significantly above inflation and “performance managed” over unresolved none below. None of this has been journeys. Any member who is because our bosses love us; quite the questioned by management over “Code opposite. Often there was very little on 36” should report it to their rep the table. What forced governments and immediately. mayors to change their minds was not simply the RMT union being well UNCOVERED DUTIES organised, strong, and putting forward In their relentless drive to save a few demands that would improve our quid, LU are putting cash ahead of safety members' lives, but being prepared to and the wellbeing of our members by fight to win those demands. increasing the amount of uncovered RMT’s strength comes from the duties. overwhelming majority of us being in the This is a flagrant abuse of their own union, on every station and depot, and “BNS”, (Business Needs Schematic) many members being active in the union; increases the workload of our members it comes from knowing our rights and who are forced to take up the slack, and fighting for our rights and that means not represents a complete and utter failure of just defending what we’ve got, but their so called “business model.” seeking to deepen and extend the Additionally, “babysitting” of stations benefits of our pay, pensions and (using a CSA rather than CSS) is on the conditions. rise, and we are now seeing frequent non With 4,000 members, RMT represents staffing altogether of some stations around 80% of all station staff. The RMT whilst being kept Stations and Revenue Control Functional open. council continually progresses your issues In trying to sell their disastrous FFTF from the “shop floor” to senior cuts package to the public, the Mayor management. In fact, every single item promised that every station will be raised this year was progressed by the staffed in traffic hours. RMT and only the RMT. Don’t go it alone, LU’s own safety certificate is dependant stand with your workmates and be a part on all stations being staffed by CSS and of LU’s biggest, most effective, all-grades above at all times. We have escalated the union. issue to director level and made clear that