22 January 2014
Transport union RMT confirmed today that members on the SERCO Docklands Light Railway will take industrial action having voted by massive majorities of more than nine to one for both strike action and action short of a strike in a dispute over a wide range of issues which amount to a total breakdown in industrial relations between the union and the employer.
Serco Docklands members are instructed NOT TO BOOK ON for any shifts that commence between:-
04:30 hours on Wednesday 29th January 2014 until 04:29 hours on Friday 31st January 2014.
12:00 hours on Tuesday 4th February 2014 until 11:59 hours on Thursday 6th February 2014.
Additionally all Serco Docklands members are also instructed:-
Not to work any rest days or overtime from 04:30 hours on Friday 31st January 2014 until 04:29 hours on Saturday 1st February 2014.
The issues at the heart of the dispute include:
• Stalling on talks over the 2014 pay award
• Abuse of the disciplinary and attendance procedures
• The use of agency and contract staff to undermine jobs and conditions
• Failures on training, development and grade progression which are limiting staff opportunities
RMT General Secretary Bob Crow said:
“It is solely down to the actions of the Serco DLR management that RMT has had to announce industrial action across Docklands Light Railway to try and force the issues at the heart of this dispute to be both addressed and resolved.
"Our members have now shown the level of anger across the railway in an overwhelming mandate for action.
“RMT will not tolerate the cavalier abuse of procedures, agreements and pay negotiations which has led to the complete breakdown of industrial relations on this vital section of the London transport operation.
“TFL, and their contractors SERCO, need to wake up and recognise just what an essential service the DLR staff provide to Londoners' and it is about time that they were treated with the respect that they deserve. It is those members of staff, out of sheer frustration, who requested we take action and it is now down to the management side to understand the level of anger and to start talking positively with a view to resolving the catalogue of complaints that they have allowed to build up.”