Management have posted a copy of the Framework agreement on the intranet stating that this has been agreed by your reps. It is true that the majority of the document is close to being agreed but it is by no means a finished article and the meetings continue to try and get to a point where by we are in a position to ratify this agreement.

Click '2 attachments' / file names to download this guide as a PDF, and to download the level 1 referral form.

As a Representative you are entitled to have a Level 1 meeting with your employing manager (GSM/TOM/SCM) four times a year ie. every three months. Ensure that the GSM/TOM sticks to this schedule.

The new framework of agreement as shown below is currently still under negotiation and not yet agreed due to two sticking points on the defintion of 'business area' ( Schedule 2, section 2.3) and the interpretation of how reserve staff duties can be varied (Schedule 2, section 4).

We have been negotiating with LUL on the new New Ticket Office Procedures Handbooks for over a year now and they have been introduced without due consideration to our comments and concerns.We have real fears that the original TOPH is being watered down to make it easier to reduce ticket office hours,close ticket offices and get rid of SAMF and SS jobs.

The staff-side secretaries of both the Stations & Revenue Council and the Stations & Revenue Safety Council have jointly writtten the following letter to LUL management.

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All LU Managers:

Below is an extract from London Underground's document Key Planning Developments and Assumptions: A supplement to the LU Strategic Plan and handbook for LU Business Planning, Version 6, March 2007.

It spells out in detail the company's plans to drive business away from ticket offices - plans which will undoubtedly be a precursor to renewed attacks on ticket office jobs.

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Here is LUL's guidance for staff who couldn't get to work because of the snow.

Guidance for attendance for all Operational Staff in LU following the adverse weather conditions.

This agreement specifies the arrangements for the staffing of Revenue Control services operated by London Underground Limited and is supplementary to the Company’s agreed principles of employment.

Unions and management have agreed the following three changes to the Framework Agreement for station staff. No doubt LUL will get round to publishing the new version of the Framework Agreement at some point, but in the meantime please bear in the mind that this rules now apply.

All three reflect improvements in station and revenue staff's rights won by RMT over the last year or so.

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

Below is the official company statement about managers contacting sick staff. We know that many managers do not stick to these rules, so it is important that you know your rights. If your manager contacts you in breach of these guildelines, then you should tell your RMT rep immediately.