MyJourney and Action Short of Strike
You may have been asked by your manager to complete sections of MyJourney, particularly your readiness assessment and objectives. We have confirmed with TfL that our action short of strike covers non-participation in the completion of MyJourney but does not preclude having a conversation with your manager about workloads, your development needs and readiness. We have developed a proforma for you to use to set out your readiness and development needs, which is filed on our Teams site and also linked to the button below. If you don't already have access, please request it after clicking the link. We have also ensured that the manager's guidance reflects the need for managers to have a conversation with you about how to ensure that these elements are covered, whilst you are participating in the lawful action.
Fair pay for ALL TfL Staff
Why we're taking action short of a strike and how you can get involved
For many years the senior leadership of TfL has played a classic game of ‘divide and rule’ – pitting TfL employees against their colleagues in London Underground and vice versa.
Last week, when asked by staff about the reasons for the differing and divisive pay awards in TfL and LU, one senior leader at TfL said:
“Operational colleagues do a really different job, on shift working patterns, often working evenings and weekends, often in difficult and borderline dangerous situations… our colleagues on the front line are what we should all be orientated behind to support in facing into the public and facing into the maintaining of our network, often in really appalling, hot, horrible, dirty conditions…”
This completely fails to recognise the many operational staff employed by TfL, such as those in the Compliance, Policing, Operations and Security team, who work on the frontline but receive lower rates of pay, and lesser pay rises, than colleagues in similar roles on the Underground. Or to the many colleagues such as cleaners, who are employed by contractors and work in those exact same conditions, but are paid the London Living Wage.
It also fails to recognise the hard work and commitment of professional services and support staff who go above and beyond to ensure London's transport services - above and below ground - are safe, financially viable and continuing to operate.
Having seen thousands of colleagues in back office roles leave the organisation over the last five years as part of ‘Transformation’ cost-cutting measures, to add insult to injury, TfL’s senior leadership continues to expect staff to absorb the extra work that’s left behind whilst seeing their pay fall behind inflation year on year on year.
That’s why we’re reminding you of our ongoing action short of strike and calling on members not to work overtime and not to volunteer to be a TfL Ambassador.
We refuse to accept the leadership’s ‘divide and rule’ tactics. We respect ourselves and the work carried out by our operational colleagues. So when TfL sends you an email asking you to train up and volunteer as an Ambassador, remember that you may well be used to cover for operational colleagues should they take industrial action.
Now is the time to stand together, to stand up for ourselves.
However, if you have line management responsibilities then you should conduct Performance and Development reviews for those staff not participating in the action short of strike.
Return to Offices
We discussed Return to Offices at our member call on Tuesday last week where you wanted more clarity about the expectation for attendance in the office for 2 occasions a week. We are raising this at a local level with each Local Consultative Group as the fine detail of how the guidance is implemented locally is left to local directorates. Please get in touch with your local rep if you have any specific concerns or join our next call.
We are finalising feedback with TfL on the first three of the HR policies being consulted on. We have asked TfL to enable the drafts to be published so that you can see the initial policy more easily and they have put a page on Platform to enable this (click the link button below). Current policies can be seen here, also on Platform and the updated timetable for the review of policies is filed on our teams site (request to join, if you haven't already done so).
Join our 'Team'
We have a thriving TSSA group on Microsoft Teams and many of the links in this newsletter go to content in our Teams site. It's very useful for sharing information with members. We are adding new content most days including the latest guidance for managers on managing through the Covid-19 pandemic and the latest on the review of the TfL Pension Scheme.
Click here to join us via Microsoft Teams - or if you're already a member, you can view the latest managers' guidance here (currently v180) and the the channel for retirement and pensions here. There is further information on the pensions review on the TSSA website and we will be adding more content, so check back regularly.