When you are too ill to work, RMT defends your rights
Submitted by johntube on Sat, 28/04/2012 - 11:09
Newsletter of the Bakerloo Branch
Submitted by admin on Sun, 14/12/2008 - 11:19
The attached document - the Attendance Support Pack - is LUL's rules for managers implementing the Attendance at Work procedure, and should be read in conjunction with that procedure.
Submitted by admin on Sat, 13/12/2008 - 19:44
Click on '1 attachment' and/or the file name below to view and download London Underground's Attendance at Work procedure.
Submitted by rmtplatform on Wed, 21/05/2008 - 10:54
In RMT’s view, being ill or injured should not be a disciplinary issue at all. So long as you can prove through a certificate that you are genuinely ill, you should not be punished. It is normal for human beings to be ill sometimes – we are not robots!
However, LUL disagrees, and has an unfair and punitive disciplinary policy for absence through sickness.
This is not a comprehensive guide to LUL’s policy – the company’s own documents provide that – but a guide from your union to the rights that you have.
WHILE YOU ARE OFF SICK
Submitted by outcast on Thu, 27/01/2011 - 21:57
It's just been brought to my attention that during rtw interviews according to our gsm and a Dsm when we sign the form we do not sign for what the Dsm ticks ie sick sickness explained etc. I just want some clarification on this before I lose it with our waste of space management
Submitted by Gavin Bowtell on Tue, 15/06/2010 - 13:11
Recently I have represented members at two LDIs both were for breaches of the AAW Policy.
Submitted by admin on Mon, 10/05/2010 - 09:24
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.
(2) Where this section applies the employer must permit the worker to be accompanied at the hearing by a single companion who—
(a) is chosen by the worker and is within subsection (3),
Submitted by outcast on Mon, 21/12/2009 - 01:19
Just a quick one today to let you know of the only real issue on the group this week.
This being management asking to see proof of medication ie a photocopy of the medications box showing dosage name drs details etc. It was agreed in the recent level 1 meeting that it is acceptable for management to request to see this information. It was also confirmed this was not as management were trying to tell staff "Company Policy" and when asked for this policy then being told "LUOH/District line policy" and then admitting it is ot a policy at all
Submitted by admin on Fri, 11/12/2009 - 14:08
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.
The only situation in which a duty manager can conduct a case conference is if s/he is on an official secondment to an employing manager post.
Submitted by Gavin Bowtell on Sat, 05/12/2009 - 17:27
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.
the document reads:
Submitted by sandradelpratt on Wed, 21/10/2009 - 14:29
The next level1 meeting for the Oxford Circus is on 05/11/09.
If any member has any issues they want me to raise please email me.
One of issues I will be raising again is the 28 day rule from the AAW(Attendance at Work policy).
Submitted by rmtplatform on Sat, 05/09/2009 - 12:28
Sometimes, you may be unable to attend a disciplinary/grievance/etc meeting at the time/date scheduled by management. Because of this, an alternative date/time can be arranged. It seems to be standard practice on London Underground that management set the alternative, which could cause you problems if neither date is suitable.
Submitted by rmtplatform on Thu, 14/05/2009 - 16:48
RMT press release, issued today
THE TUBE’S biggest union today began a re-ballot of nearly 10,000 members across London Underground and Transport for London for strike action in separate disputes centred on jobs, pay and breaches of disciplinary and attendance agreements.
Submitted by John on Fri, 10/04/2009 - 12:51
Happily, the industrial action between Wednesday 8th April and Thursday 9th April 2009 was a success.
Submitted by admin on Tue, 07/04/2009 - 17:11
The manager at the centre or RMT's dispute on Willesden Green group of stations is the same manager who was at the centre of a dispute with ASLEF at North Greenwich depot in 2004.
Submitted by rmtplatform on Tue, 07/04/2009 - 16:43
The RMT wishes to inform you that its members on the Willesden Green Group have voted to withdraw their labour from 18.49 Wednesday 8th April until 18.48 on Thursday 9th April 2009.
(The Willesden Green Group includes the stations between Dollis Hill and St. John’s Wood).
Submitted by John on Mon, 06/04/2009 - 14:13
Please don’t cover any of our duties that book on from 1859 on Weds 8th April to 1859 Thurs 9th April as we are on strike because of the following issues
● Sacking staff with disabilities even though they are fit to work
● The bullying of staff on attendance and disciplinary issues
Submitted by John on Thu, 02/04/2009 - 22:13
Following an overwhelmimg yes vote for Industrial action and London Undergrounds refusal to invite the Equality and Human Rights Commission to investigate Managements discriminatory and abusive treatment of our members,a strike has been called as follows:
Submitted by Tim O Who on Wed, 25/03/2009 - 13:58
Below this story is an email sent from a senior HR manager which clearly shows how LUL are treating their staff concerning attendance, despite Gerry Duffy of LU Employee relations stating that the RMT has no proof of LU's abuse of policies.
Submitted by admin on Sun, 15/03/2009 - 14:39
From Bob Crow, RMT General Secretary - click on the file name below to download and print this.
NOTICE OF BALLOTS FOR STRIKE ACTION AND INDUSTRIAL ACTION SHORT OF A STRIKE
RATES OF PAY & CONDITIONS OF SERVICE 2009, REDUNDANCIES, BREACHES OF AGREEMENTS – LUL
RATES OF PAY & CONDITIONS OF SERVICE 2009, REDUNDANCIES – TFL