Great Western Coffee Shop

Rail union RMT has confirmed that just a week after First Group secured a multi-million pound, two year roll-over of its Great Western franchise there is to be an industrial action ballot across all grades.
 
For months RMT has been in dispute on a range of issues impacting on First Great Western members, including a disproportionately high number of unfair dismissals and abuse of the disciplinary procedures across the franchise as a means of bullying staff.
 
Other issues include the breakdown in industrial relations for Engineering, Station and Ticket Office grades, casualisation and the continued use of agency staff and a range of associated matters where First Great Western are treating staff abysmally.

As a result of the failure to reach any sort of agreement due to management intransigence, RMT^s executive has taken the decisions to link the combination of issues together and ballot all FGW members for industrial action.
 
That ballot is now in preparation and the timetable will be announced in due course, but any industrial action would likely have an impact on services around Wiltshire.
 
RMT General Secretary Bob Crow said: ^RMT FGW members have had enough of being kicked from pillar to post and management should be under no illusion that unless a satisfactory agreement is reached on all of these issues the union will continue with a campaign of industrial and political action until such time as the collapse in industrial relations is resolved.

^With First securing a highly lucrative extension to their Great Western contract last week there is no excuse for them to blame the failure to reach agreement on the uncertainty over the franchise.
 
^It is also clear as day that they have the money available now to employ adequate numbers of permanent staff and to treat them with dignity and respect in every workplace.
 
^Despite the award of the franchise extension, and despite the best efforts of RMT^s negotiators, there had been a further deterioration of industrial relations between RMT and First Great Western and the stack of issues we have identified amount to a catalogue of contempt that the company is clearly displaying for its most important asset ^ its staff.^
 

RMT announcement to ballot FGW members
It is disappointing that RMT is once again playing with their members^ livelihoods by asking them to take strike action when discussions to resolve these issues have not yet run their course through the usual processes. We provided written responses and proposed solutions months ago to many of the issues raised, which are without foundation, and we have yet to receive any reply from the RMT.

Threats such as this risk giving the impression that RMT is more interested in playing political games than having sensible, constructive conversations about resolving these issues for their members and our colleagues. We look forward to hearing whether RMT will respond and take up our open offer to discuss these issues.

I'm not sure wanting 'a piece of the action' and wanting 'more members' are genuine reasons to hold a strike ballot.

For months RMT has been in dispute on a range of issues impacting on First Great Western members, including a disproportionately high number of unfair dismissals and abuse of the disciplinary procedures across the franchise as a means of bullying staff.
 
Other issues include the breakdown in industrial relations for Engineering, Station and Ticket Office grades, casualisation and the continued use of agency staff and a range of associated matters where First Great Western are treating staff abysmally.

As a result of the failure to reach any sort of agreement due to management intransigence, RMT^s executive has taken the decisions to link the combination of issues together and ballot all FGW members for industrial action.

10 October 2013
Geoff Martin

Rail union RMT has confirmed that just a week after First Group secured a multi-million pound, two year roll-over of its Great Western franchise there is to be an industrial action ballot across all grades.

For months RMT has been in dispute on a range of issues impacting on First Great Western members including:
^         a disproportionately high number of unfair dismissals
^         abuse of the disciplinary procedures across the franchise as a means of bullying staff
^         the breakdown in industrial relations for Engineering, Station & Ticket Office grades
^         casualisation and the continued use of agency staff
^         a range of associated matters where First Great Western are treating staff abysmally
 
As a result of the failure to reach any sort of agreement due to management intransigence, RMT^s executive has taken the decisions to link the combination of issues together and ballot all  FGW members for industrial action. That ballot is now in preparation and the timetable will be announced in due course.
 
RMT General Secretary Bob Crow said: ^RMT FGW members have had enough of being kicked from pillar to post and management should be under no illusion that unless a satisfactory agreement is reached on all of these issues the union will continue with a campaign of industrial and political action until such time as the collapse in industrial relations is resolved.
 
^With First securing a highly lucrative extension to their Great Western contract last week there is no excuse for them to blame the failure to reach agreement on the uncertainty over the franchise. It is also clear as day that they have the money available now to employ adequate numbers of permanent staff and to treat them with dignity and respect in every workplace.
 
^Despite the award of the franchise extension, and despite the best efforts of RMT^s negotiators, there had been a further deterioration of industrial relations between RMT and First Great Western and the stack of issues we have identified amount to a catalogue of contempt that the company is clearly displaying for its most important asset ^ its staff.^

Cleaners working on First Great Western trains have gone on strike over wages and zero-hour contracts.

Railway Maritime and Transport (RMT) union members with contractor MITIE began a 24-hour walk-out at 06:00.

They claim to be the operator's lowest-paid workers. An offer of a 2% wage rise, made earlier in the year, was rejected.

MITIE said it had "full contingency plans" and was planning further talks with the RMT.

'Fair share'
 
RMT general secretary Bob Crow said it had been a "long fight" for workplace and pay justice and its union members had "shown guts and determination" throughout.

"Only last week First landed a jackpot rollover with a two-year contract extension on Great Western that will make them and their sub-contractors a fortune," he added.

"Justice says that now is the time for the cleaners out there day and night on First Great Western (FGW) to get their fair share through a Living Wage, decent sick pay and benefits and an end to the evil of zero hours contracts."

The strike will run until 05:59 on Saturday.

A FGW spokesman said the firm was working with MITIE, as its contractor, to ensure it met its contractual obligations.

The firm operates trains across the Western region, carrying 1.5m passengers every week on 9,000 services and calling at 276 stations.

As with most other rail strikes though won't there be managers who have the necessary competences to at least provide a skeleton service?

Chatter across other rail forums by FGW staff would seem to show little appetite for strike action, although there is some talk of action short of a strike. Also there is mention of the 'dispute' being driven by a couple of the more vocal branches where they are trying to make local issues company wide problems.

Posted without comment.............



For months RMT has been in dispute on a range of issues impacting on First Great Western members including:

^ a disproportionately high number of unfair dismissals

^ abuse of the disciplinary procedures across the franchise as a means of bullying staff

^ the breakdown in industrial relations for Engineering, Station & Ticket Office grades

^ casualisation and the continued use of agency staff

^ a range of associated matters where First Great Western are treating staff abysmally



As a result of the failure to reach any sort of agreement due to management intransigence, RMT^s executive has taken the decisions to link the combination of issues together and ballot all FGW members for industrial action. That ballot is now in preparation and the timetable will be announced in due course.

RMT General Secretary Bob Crow said:

^RMT FGW members have had enough of being kicked from pillar to post and management should be under no illusion that unless a satisfactory agreement is reached on all of these issues the union will continue with a campaign of industrial and political action until such time as the collapse in industrial relations is resolved.

^With First securing a highly lucrative extension to their Great Western contract last week there is no excuse for them to blame the failure to reach agreement on the uncertainty over the franchise. It is also clear as day that they have the money available now to employ adequate numbers of permanent staff and to treat them with dignity and respect in every workplace.

^Despite the award of the franchise extension, and despite the best efforts of RMT^s negotiators, there had been a further deterioration of industrial relations between RMT and First Great Western and the stack of issues we have identified amount to a catalogue of contempt that the company is clearly displaying for its most important asset ^ its staff.^

The detailed issues identified by RMT^s General Grades Committee at the heart of this dispute are:

Dismisals

^This General Grades Committee is appalled at the continuing draconian application of the disciplinary policy by the company which amounts to a ^one strike and out^ policy by First Great Western. The manner in which First Great Western has deemed fit to apply the disciplinary procedure is both draconian and insensitive. The actions of First Great Western have instilled a climate of fear amongst its employees and the union will not tolerate the bullying agenda of the company.

Further, it is acknowledged by the General Grades Committee that as a direct result of the solidarity and support shown by our FGW members the company has, in many cases, reinstated the dismissed members. However, the stress and anxiety endured by our members and their families during these difficult periods has long lasting effects.

Disciplinary Procedure

In addition to the current spate of unnecessary dismissals the union has extreme concerns regarding the approach of the company towards the disciplinary procedure which brings into question both the fairness and legitimacy of the process. There are many cases of members being placed on investigatory suspension for in excess of twelve months, a delay the union finds to be completely unacceptable.

The methods used by First Great Western as part of their investigations consist in some cases of the use of covert surveillance. These methods to collate evidence as a means by which to dismiss our members are a disgraceful infringement of agreed procedures.

Breakdown of Industrial Relations, Engineering Grades

This General Grades Committee notes with concern the industrial relations issues currently being experienced by our members at both St Philips Marsh and Old Oak Common depots. These matters include:

Unacceptably high levels of vacancies.
Dependence on overtime/rest day working.
Shifts running below agreed minimum staffing levels.
CCTV and COVERT monitoring of staff at the depot including concealed video recording devices.
A raft of risk assessments out of date.
H&S Reps not being informed of workplace accidents and not being included in completing 72 hour reviews of incidents in breach of agreements.
Local A/L agreement ignored by management.
Local managements refusal to negotiate or consult in good faith with reps on any outstanding issues displaying a complete disregard for this union, our members, collective bargaining machinery and agreed policies and procedures.

Further, the General Grades Committee note that our members are currently in dispute with the company over the erosion of terms and conditions at St Philips Marsh depot and it is our concern that the company are now attempting to implement this dictatorial policy company wide.

Bullying & Harassment of RMT Representative, Brother ......................

The General Grades Committee condemns the actions of the company in its treatment of Brother .............. a senior RMT activist and stalwart of the union based at ................... Instead of entering into meaningful negotiations to resolve the dispute situation the company has instead elected to refuse release for Brother ................to attend meetings to represent the membership and from undertaking vital health & safety duties. The union does not tolerate, under any circumstances, the bullying and harassment of either our members or representatives.

Breakdown of Industrial Relations, Station and Ticket Office Grades

The General Grades Committee notes with concern the following and frankly farcical number of avoidance of dispute issues currently within the Station Grades Divisional Council:

Failure to harmonise Station Grades rates of pay and Terms and Conditions.
Imposition of stations searches beyond the HOT requirement.
Single staffing of gate lines, contrary to the original agreement that electronic gates would be at least double staffed.
Breach of the agreements over Bath Spa gate line.
Increasing use of zero hour contracts.
Use of Apprentices on zero hour contracts.
Increased use of agency staff without following the agreed procedures.
Introduction of discounted tickets for online bookings and failure to consult.
Introduction of mobile ticketing outside of the agreed procedures.
Self Dispatch at Didcot Parkway.
Cross Cover working.
Self dispatch signage at Tiverton Parkway ^ failure to jointly consult.
The introduction of Smart Ticketing on the Truro /Falmouth Branch line.
Establishment levels and budget levels.
New Technology payments.
Failure to supply adequate PPE.
Risk Assessments done without H&S Reps.
Expansion of S7 grades (dual roles).
S7 Grades carrying out 3 roles.
A reduction in staff at Swindon gate line.
Shortage of customer assistance staff at Bristol Temple Meads.
Failure to consult or follow procedures and agreements.
A Breakdown in Industrial Relations over all these issues.


In addition to the numerous stations issues being faced by our members, the GGC condemn the decision of the company to increase ticket fares by 11 per cent on ticket office sales which this union considers to be a direct threat to both the jobs and security of our ticket office members. This development is the McNulty Rail Review in action and a solely profit motivated directive.


Catering Issues of Class 180 Trains, Paddington

The General Grades Committee requires categorical written assurances from the company that the on board Rail Gourmet contract will not be extended beyond 13th October 2013. It is our clear view that all on board catering should be provided by a directly employed workforce. In the case of class 180 services, we additionally seek assurances that the buffet facility will be utilized and will form the replacement of the current trolley service.

Casualisation of Labour

The extended use of both agency and contractor staff such as MITIE, G4S and Rail Gourmet is becoming an ever common objective of First Great Western in its continuous pursuit of profits. The casualisation of the workforce cannot be allowed to spread throughout all grades of the industry and the union will resist casualisation at all levels. The reality of doing nothing would allow both First Great Western and its agency/contractors to implement the wholesale erosion of terms and conditions, less job security and ever diminishing safety levels.

Introduction of discounted tickets for online bookings and failure to consult.

FASTLINE: Our response to the RMT^s call for strike action
You may be aware that the RMT recently let us know that it intends to ballot for strike action over a number of issues where it believes we are in dispute.

We are disappointed in the union asking its members who work for FGW to take strike action before discussions to resolve these issues have not yet run their course through the agreed processes.

We have provided written responses and proposed solutions months ago to many of the issues raised, which are without foundation and we have yet to receive a reply from the RMT.

I would like to specifically outline our position on some of the key points raised in the RMT^s letter to us.

Dismissals and discipline ^ These matters were discussed at an avoidance of dispute meeting with the RMT Regional Officer in August. The outcome of this meeting was confirmed in writing on the same day, but we have yet to receive a response. The only two cases where the RMT has asked people to take strike action over a dismissal during this franchise have been fully upheld by Industrial Tribunals.

Breakdown of Industrial Relations ^ Engineering Grades ^ We are not aware of any breakdown in industrial relations. After three years of discussions on new Shunter rosters at St Philips Marsh, RMT representatives have refused to agree a roster in accordance with their terms and conditions ^ a breach of our agreements. We have in turn provided multiple roster options that are within agreements and are progressing with the implementation of one of these options. We are waiting a response to a letter we sent the RMT Regional Officer at the beginning of August about harmonisation at Exeter and Reading depots.

Bullying and harassment of an RMT representative ^ While it is true that we are investigating two grievances as part of our agreed procedures, neither grievance has alleged bullying or harassment.

Breakdown in Industrial Relations Stations and Ticket Office Grades ^ Again, we are not aware of any breakdown in relations. These matters were covered in our meeting with the RMT Regional Officer at the beginning of August, the outcome was confirmed in writing to the RMT but we have yet to receive a response. We are waiting for a response to our meeting with the RMT about stations harmonisation on 2 September 2013.

Catering Issues of Class 180 Trains, Paddington ^ We have given a commitment to look at the options for bringing in house the catering services provided on Class 180 units.. On Train Divisional Council are fully aware of this and have not had any issues with these plans.

Casualisation of Labour - We invited proposals from the RMT Regional Officer at our Company Council meeting in March. We have yet to receive any.

Given the timing so close to the start of our new franchise, the RMT's stance risks giving the impression that they are more interested in playing political games than having sensible, constructive conversations about resolving those issues for their members and our colleagues.

We look forward to hearing whether the RMT will respond to and take up our open offer to discuss these issues properly, as per our agreed processes.

As an example the fight against Driver Only Operation on parts of the Overground appears positively luddite when a) DOO has been an accepted part of suburban railway operation for over 30 years, b) it already is in place on other parts of the Overground and c) is being extended in the Glasgow area without any issues. Not only is it more efficient, and releases staff to perform more effective customer facing duties, it apparently reduces dwell time, which would be beneficial both to journey times and overall line capacity.

Is a strike legitimate if the Unions haven't followed correct procedures and channels as alleged in this letter by Dan Panes?