03.10.16
GTR sets RMT deadline to end Southern conductor dispute
Govia Thameslink Railway (GTR) has tried to stamp out its industrial dispute with RMT, which has contributed to widespread delays on the Southern network, by making a final offer to the union.
The operator repeated its eight point offer (listed below) to RMT, and said that if the union accepts the deal by the deadline of midday on 6 October, it will pay a lump sum of £2,000 to all affected conductors. The payment would be paid in January 2017, following the full implementation of GTR’s DOO programme.
However, if RMT rejects the offer, GTR will proceed with terminating conductor contracts and inviting them to take up the new on-board supervisor (OBS) role.
Charles Horton, CEO of GTR, said: “The RMT needs to understand that this change is happening and we would prefer to work with them to ensure that it's achieved in a way that best protects the interests of our customers, our employees and the business.
“But no one should be in any doubt that the deadlines are fixed and immutable and we will press ahead if there is no deal by Thursday lunchtime. This dispute has to stop, and stop now.”
RMT has held a series of strikes in protest at GTR’s plans to introduce driver-only operation (DOO) services, contributing to delays that saw GTR’s PPM fall below any other company, before it made a small recovery last month.
The union says the reforms will lead to job losses and threaten passenger safety and disability access, despite the Rail Safety and Standards Board judging DOO to be safe.
The latest strike is due to start on 11 October as part of a planned 14-day programme of strikes.
GTR has insisted it will press ahead with the plan to introduce DOO after the RMT first rejected its offer, which includes guarantees to ensure that the OBS will receive safety training, retain their role beyond 2021 should GTR retain the franchise, and review the role in 12 months.
Mick Cash, general secretary of RMT, rejected the offer, saying: “RMT is making it clear this morning that jobs, safety and access on Southern rail services are not for sale for £2,000. This dispute has never been about money, it is about guaranteeing that there is a second, safety-critical member of staff on-board the current Southern rail services.”
GTR warned that if RMT rejects the offer, it can no longer guarantee the concessions promised.
As part of its efforts to win the dispute with the union, GTR also produced press and online adverts and posters informing passengers about its offer. It asked them to ‘strike back’ by urging RMT on Twitter to accept the offer.
However, the campaign backfired when passengers overwhelming sent tweets attacking Southern services and supporting the union.
Emily Yates, a campaign co-ordinator for the Association of British Commuters, called the campaign “a staggering misjudgement”.
A Southern spokesperson said the aim of the campaign was to “get the debate going” and raise awareness of the “very fair and comprehensive offer”.
The eight-point offer:
- Southern will guarantee that every train currently operated with a conductor will continue to have either a traditional conductor or a second member of on board employees diagrammed/rostered.
- Southern guarantees that traditional conductors will retain current competence and will guarantee that the second member of on board employees will be trained to a ‘safety competent’ level including track safety training, train evacuation, traction competence and full commercial route knowledge (excluding train dispatch).
- Southern will propose a list of exceptional circumstances, to be agreed with the RMT, whereby a train can continue in service without a second member of on board employees, for the benefit of customers.
- These proposals, including the above guarantees, are dependent upon agreement that services with a second member of on board employees (rather than a traditional conductor) will have the driver in full control of train dispatch. Agreement for this to be implemented will be ratified at local level.
- Collective bargaining rights for the new OBS role will be agreed with the RMT, ensuring that this group will have a voice within the organisation as well as full negotiation rights.
- A joint review of the OBS role after 12 months of operation, to look at role development, training and future career development.
- A guaranteed minimum level of voluntary overtime for all OBSs, the detail of which would be agreed with the RMT.
- A guarantee to retain the OBS role at the levels already guaranteed, beyond 2021, should GTR retain the franchise.
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