Guards’ hard-fought rights

I note that a guard on South Western Railway claims he has been bullied by fellow train guards because he decided not to join the strike action currently being taken, and that he has been forced to leave the industry and take ill-health severance pay ( RAIL 864).

While it has been very upsetting for him, no doubt he will be pleased with the package he received from the company, and the full sick pay he has been paid while off sick, and the holiday pay - all paid to him by his generous employers.

But has he ever stopped to think why he gets sick pay, paid holidays, a generous severance, a five-day working week, overtime, commission, and many other benefits from the company - including annual pay increases?

And was he happy to be looked after so well by SWR? I think he probably was!

These employees only have these enhanced terms and conditions of employment because the unions representing them were supported by their members. They were (and still are) hard won from employers who would rather not have to “care” for their employees so generously.

This is the reason why this guard was being so “unfairly” treated by his fellow guards, who are losing a lot of money because they want to keep passengers safe. Many will be struggling financially by withdrawing their labour (striking), and when someone decides not to join the strike action I can fully

understand why his colleagues at his depot are shunning him. He is happy to take the benefits gained by the RMT on his behalf, but unwilling to support the action being taken.

Finally, it should be pointed out that strike action is not something the RMT can decide to take unilaterally. The Employees’ Company Council Representatives endeavour to resolve disputes between the staff and management at a local company level, and if unsuccessful refer the issue to the Area Representatives who meet the company senior management/directors.

Then, and only then, is the issue taken to union executive where the Employees’ Company Council Representatives discuss the matter with the union’s executive committee. It is here where the decision is taken on any action that is to be taken, but nothing can happen before the employees are balloted to find out what they want to do next.

In simple terms, the employees - not the union - decide whether strike action is to take place. This is not a quick process.

At least, this is how the RMT operates. I cannot speak for any other union. John Smith-Warren, Retired Guard with Northern Rail (now Arriva Rail Northern), Wakefield