Your legal rights

<img src="/sites/default/files/justice.jpg" align="right" width="100" hspace="5" alt="scales of justice">Different companies may have different policies, but the law gives you a minimum of rights in various aspects of your employment. In our view, your legal rights are not good enough, but some of them are useful, and it is good to know what they are!

If you think that your employer is breahcing your legal rights, contact RMT immediately.

Blog: Tories Call For More Anti Union Laws

Strike Ban Threat
The Tories have announced plans for more anti-union laws which could see public transport strikes effectively banned. Around 24% of the electorate voted for the Tories, yet they want 50% of workers to vote yes for a strike to go ahead. A rewriting of democracy which would be very difficult for any union to satisfy.

They'd also call for a minimum tube service to run at all times, restrict picketing, and reduce the time union reps get to defend members.

RMT Rejects 'Hard Man' Boris Attack On Unions

Responding to Boris Johnson’s attack on trade unions this morning, RMT acting general secretary Mick Cash said:

“From Boris Johnson’s wholesale assault on the trade unions this morning it is crystal clear that he has sought to engineer and provoke a dispute on London Underground, by bulldozing through his cuts and closures programme, in order to use Londoners as pawns in his personal crusade for the leadership of the Tory Party.

Arrest Of Mark Harding A Travesty Of Civil Liberties Say RMT

We note the resolution from the London Transport Regional Council and wholeheartedly agree that the arrest by BTP of Mark Harding, the RMT Branch Secretary of Hammersmith & City Branch was a travesty of civil of liberties. Bro Harding was arrested despite only carrying out legitimate trade union activities whilst on the picket line outside his place of work. We agree that his detention for nearly 13 hours and the draconian bail conditions imposed were extreme to say the least.

LUL's Attempts To Solicit Applications For Voluntary Severance 'Potentially Unlawful' Believes RMT

We note the legal advice, that LUL's attempts to solicit applications for Voluntary Severance during the period of consultation on 'Fit For the Future - Stations' is potentially unlawful. A consultation is not genuine if the employer is already implementing the policy that it is supposed to be consulting on! We instruct the General Secretary to write to LUL immediately, insisting that it withdraw all documentation inviting staff to apply for Voluntary Severance until after the consultation is complete.

WEA Course: Employment Law Update

The WEA is running a one day briefing for all union reps, officers and members who want to get up to date with all the latest employment law changes brought in and planned by the Coalition Government.

The day will be a mix of information and also small group activities. Please see the attached leaflet for details about this course.

London Fire Brigade To Take Further Industrial Action

This action has now been suspended


Your RMT Train’s Health and Safety Council have today, Thursday 17th, met with LU to discuss the upcoming industrial action by the London Fire Brigade and the impact that this will have on us as drivers.

This action is scheduled to commence at 18.00hrs on Saturday the 19th and end at 23.00hrs later that evening.

Know Your Rights - Part Time, Parental leave and Flexible Working

Part-time workers are in general entitled to be treated equally to full-time workers. This includes terms and conditions of employment (such as pay and holidays on a pro-rata basis) and how you are treated at work (such as dismissals and redundancy). There are of course the usual legal loopholes and many part-timers doing jobs only done by part-timers (such as cleaning jobs) will not fall within the protection of the Regulations. If you feel that you have been treated less favourably than a comparable full timer who also works there, you can request a written statement of reasons from your employer as to why this situation exists. The employer must respond within 21 days. If you are not satisfied with the response, a claim can be lodged with an Employment Tribunal within three months minus one day of the act complained about.