Bromley boy
Established Member
- Joined
- 18 Jun 2015
- Messages
- 4,609
For a Conductor to be dismissed under poor performance there would have to be considerable meetings, coaching plans and other documented action before the trigger is pulled on them and if they had ignored all warnings and had no excuse as to why there was no improvement then the union if indeed they were a member would not support any industrial action and I doubt they would even support a tribunal if the process of dismissal was carried out correctly.
When I was staff rep a few years ago there wasn't one manager on the Conductors side who understood train crew rosters or the principles of diagramming hence every roster change they would simply dump the work on us and tell us to get on with it. I doubt many managers especially those from outside the railway would have much understanding either, even when I would be asked to teach a manager or a new staff rep the principles very few would be able to take it on board what was required to complete a roster that complied with all agreements and was able to cover all trains etc.
Yes this is my experience of union involvement in such matters. For example, one recent disciplinary case discussed at a union meeting I attended was a clear cut case of gross misconduct. This was given very short shrift indeed by the union and the employee in question was summarily dismissed from his post.
If a member of staff commits gross misconduct, or has demonstrated that they are unfit for a role through a catalogue of smaller errors over a long period, the union will not have any involvement other than ensuring the disciplinary process leading up to a dismissal is undertaken fairly and in accordance with applicable employment law and contractual provisions.
This is something that is widely misunderstood. For example I can remember the widely reported case of a tube driver who was dismissed for failing a D&A test, but reinstated when it was found that the test was not undertaken correctly. The press headlines gave the impression that the union had simply used its muscle to get a drunken employee reinstated. Absolute nonsense, but since when did the facts get in the way of a good story?
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