Contractors

Carlisle Cleaning And Security Workers To Be Balloted For Industrial Action

No worker should be expected to live on an income of less than the London Living Wage

We note the report from our Regional Organiser. While we may be close to securing an acceptable offer on Olympic Reward and Recognition, we are appalled by Carlisle’s refusal to pay our cleaning and security members the London Living Wage. No worker should be expected to live on an income of less than the LLW, an amount calculated to meet only the ‘minimum acceptable quality of life’, currently set at only £8.30 per hour.

Industrial Relations Matters – Telent / MJ Quinns LU Contract

We note that following the resolution from our LU Engineering branch, a meeting has taken place with GGC members and representatives of our Telent/MJ Quinns members. We affirm the views of our representatives that the situation facing workers on this contract is intolerable, with bullying, inadequate pay, and management refusing to allow employees to take leave during the Olympic period.

We therefore instruct the General Secretary to:

RMT Fights for Pay and Justice on Telent/Quinns Contract

We note that following the resolution from our LU Engineering branch, a meeting has taken place with GGC members and representatives of our Telent/MJ Quinns members. We affirm the views of our representatives that the situation facing workers on this contract is intolerable, with bullying, inadequate pay, and management refusing to allow employees to take leave during the Olympic period.

We therefore instruct the General Secretary to:

RMT Pursues Recognition with 'Accord'

RMT General Grades Committee decision:

We note the correspondence from Accord, refusing our application for a voluntary recognition agreement despite the large proportion of employees in the bargaining unit who are members of RMT.

We instruct the General Secretary to press ahead with the application for statutory recognition, and with attempts to secure the support of Unite and the TUC for this application.

RMT Organises Lift Maintenance Workers on Tube Lines Contract

RMT General Grades Committee decision:

We note the resolution from our LU Engineering branch, and welcome the many new members who work on maintaining the lifts on Tube Lines.

These members have been under attack from a fierce and anti-RMT management and company called Accord, and have responded by joining RMT and organising through the branch into a fighting unit to hit back at these attacks, and holding a mass meeting last week.

Accord's response to this meeting has been to state that it now intends to recognise Unite from 4 April.

RMT Challenges Poor Treatment of Workers on Telent/Quinns LU Contract

RMT General Grades Committee decision:

We note the resolution from our LU Engineering branch. We fully support its view that the union needs to challenge the dire treatment of our members on the Telent/Quinns partnership working on LUL Contracts, who have received no pay rise for years and who feel that they are generally treated with contempt.

The branch reports that members are asking for industrial action in defence of their pay and conditions, especially as Olympic preparations are being put in place that ignore their rights and working practices.

RMT and Emcor Rail

RMT General Grades Committee decision:

We note that following objections from our representatives, Emcor Rail withdrew its plan to introduce fingerprinting, and ceased using vehicle trackers to inappropriately monitor staff. We welcome this outcome, and congratulate our representatives and branch. We instruct the General Secretary to make this information available to all lead officers, as we are aware that other employers attempt to introduce these unacceptable practices.

RMT Stands Up to Bullying at Thales

RMT General Grades Committee decision:

We note that our LU Engineering branch reports that following our decision to challenge Thales management last year about a bullying culture at Waterloo, the company took the following actions:

  • began to investigate the complaints both formally via a grievance and informally
  • implemented regular site visits by Human Resources to encourage staff to come forward with complaints etc
  • started to implement management training.

Our branch believes that this has led to a sea change and a vast improvement in treatment.