Our Ref: BR6/0001/NR

29th April 2019




Dear Colleague






Accompanied by our National Representatives, I attended pay discussions with Network Rail at conciliation service ACAS last week to further discuss our 2019 pay claim. The company has now written to us with a new proposal. As you will see this new offer addresses two main areas of concern from the previous offer; namely the compulsory redundancy agreement and South East Allowance.


The No Compulsory Redundancy Agreement would now cover both years of the offer until 31st December 2020. The previous offer covered only 2019. From that point there would be no further extensions to the agreement as discussions will be held to agree a process to manage displaced employees that would apply from 1st January 2021.


The South East Allowance would be maintained for current and new staff, would continue to be paid under the existing arrangements but be frozen at current rates and not increased in future years. The previous offer would have stopped new staff from receiving it.


The offer is as follows: -


  1. 1.   Pay increases for 2019 and 2020


1.1. All employees within scope shall be awarded the following pay increases.


1.2. With effect from 1 January 2019, an increase of 3.2% to basic rates of pay including a minimum uplift of at least £555 (pro rata for part time working).


1.3. With effect from 1 January 2020, an increase to basic rates of pay of the value of the increase to the November 2019 Retail Price Index (RPI) published in December 2019. This will include a minimum uplift of at least £575 (pro rata for part time working).


1.4. An increase to the bottom of the Band 5-8 pay ranges in line with the ‘Real Living Wage’, taking into account the published hourly rates for the London and Regional areas published by the Living Wage Foundation.

1.5. For those on Role Clarity contracts:


1.5.1.   The increase will be distributed based on performance ratings, with the full negotiated figure paid in aggregate, but with differential increases to reflect individual performance ratings.


1.5.2.   For those at the top of the salary band, the increases will be made as a non-consolidated payment.


  1. 2.   Season ticket subsidy


2.1. The cap on season ticket subsidies shall be increased by £250 from £2,500pa to £2,750 pa.


  1. 3.   Christmas bonuses in Maintenance


3.1. Christmas bonuses for employees on ex Jarvis, Amey and by association, GTRM/Carillion contracts, shall be uplifted by the value of the pay increase awarded that year with effect from 1 January 2019 onwards.


  1. 4.   London and South East Allowances


4.1. Inner and outer London allowances shall be uplifted by the amounts in clauses 1.2 & 1.3 with effect from 1 January 2019, and 1 January 2020 respectively.


4.2. South East Allowance shall continue to be paid under the existing arrangements but be frozen at current rates and not increased in future years.


  1. Reorganisations and Job Security


5.1. Network Rail guarantees no compulsory redundancies across all members of these bargaining groups until 31 December 2020, at which point this guarantee will cease and not be extended.


5.2. The above is applicable provided an employee does not refuse suitable alternative employment in line with the PTR&R or Job Security Agreement as appropriate to the employee.


5.3. Network Rail will also convene a National Joint Placement Panel with the trades unions to support the redeployment of the group of existing displaced employees discussed in these negotiations, utilising existing agreements including the Job Security Agreement.


5.4. Network Rail will negotiate with a view to reaching agreement with the trades unions, a process to manage displaced employees, to apply from 1 January 2021.


  1. 6.   Leisure Travel


6.1. Network Rail is supportive of the principle of leisure rail travel for employees and will work with the trades unions to present a joint case to the Rail Delivery Group.


  1. Joint Working Parties


7.1. Network Rail and the trades unions agree to establishing joint working parties to negotiate in good faith with a view to reaching agreement to address the following productivity challenges:


7.2. The current inability to deploy the closest maintenance response team to an incident to minimise delays to our passengers.


7.3. The current inability to replace Signallers Electrical Control Operators & Mobile Operations Managers for several months who leave with 4 weeks’ notice, creating gaps in cover.


7.4. Reducing the complexity of multiple contracts of employment for employees in Maintenance.


7.5. The current inability to have teams of different disciplines rostered by the same person and work scheduled by an overarching planner.


7.6. A joint review of role clarity contracts with a view to the introduction of an operational contract covering 24/7 working applicable appropriate to Band 5 – 8 roles.


7.7. A joint review of all allowances including signaller flexibility premium and Christmas working arrangements for employees on former Thales terms and conditions.


7.8. A joint review of the Network Rail performance management process for Band 5 – 8 roles and the pay ranges with any agreed changes taking effect in 2020.


7.9. A joint review of family friendly policies to commence following the scheduled review of the Disciplinary, Grievance; Managing for Health and Career Break policies, as previously agreed at the National Policy Council.


7.10.      A joint review of working hours for those who are contracted to work more than 35 hours per week, with a view to standardisation.


7.11.             Negotiations on the above will commence upon acceptance of this offer with a view to conclusion by the end of 2019, with each challenge being the subject of separately actionable agreements.


The National Executive Committee will be considering this new offer this week and I will keep you fully informed of developments.


 Yours sincerely,


Mick Cash
General Secretary