Rates of Pay & Conditions of Service 2018 – Eurostar

Our Ref: BR2/0001/E


31st October 2018

Dear Colleague,

Rates of Pay & Conditions of Service 2018 – Eurostar

Further to my previous correspondence dated 8th October 2018, I write to you again to inform you that the revised offer made by the company has been accepted by your union’s National Executive Committee (NEC). The offer is as follows:-

Pay Increase

A two-year pay agreement:

• From 1st May 2018, an increase in basic salaries of 3.3% + £200 will be applied for all relevant employees. Job related allowances will increased by 3.3%.
• From 1st May 2019, a further increase of RPI* + 0.2% will be applied to basic salaries and allowances, with a guaranteed minimum of 3.0% and maximum of 4.5%. (For year 2 there will be a guaranteed minimum flat rate increase of £1000).
(* Based upon March 2019 published RPI figures)
• Should the rate of RPI in March 2019 be above the level of 4.5% the Company Council will be convened to consider and review the second year of this agreement.
• The date for the next pay review will be 1st May 2020.

Home to work travel

We understand the desire of all trade unions to further enhance travel benefits for all employees. We are unable to secure any other benefits outside of the current package. However, it is proposed that the current level of cash allowance (currently a maximum of £1419) be raised by 3.3% as from the 1st May 2018:

We will continue to increase this allowance in line with the DfT stipulated annual TOC fares increase announced each January on an annual basis.

 

CURRENT

PROPOSED

100% of the first £1065 to be claimed as a cash allowance

£1032

£1065

50% of the next £534 to be claimed as a cash allowance

£ 258

£ 267

25% of the next £536 to be claimed as cash allowance

£ 129

£ 134

Nothing to be claimed on the remainder of the price

 

 

Total cash allowance to be claimed (subject to tax and NI)

£1419

£1466


The current calculation method for shift workers and part time employees remains in place.

Additionally, we will work with the Company Council to review our travel benefits, looking at ways to provide more flexibility of benefits, e.g. daily ticket claims, monthly tickets with the aim of completing this review and options by end December 2018.

Review of family friendly policies

With effect from 1st May 2018, we will align our current maternity leave/shared parental leave benefits with external best practice and will enhance the benefits to:

• 26 weeks full pay (currently 7 weeks full pay and up to 23 weeks half pay)
• Eligibility from 6 months service (currently 1 year)
• No pay back if colleagues leave (currently payback in place)

The company council policy group will also review, where appropriate, other family friendly policies and recommend any potential changes to the Company Council.


Diversity and inclusion

We welcome the trade union’s desire to work with EIL to drive to further improve diversity, inclusion and equality within the business and support us in reduction of our gender pay gap. We await the trade union’s proposals for representation on the EIL Diversity and Inclusion Committee to move this agenda forward at the earliest opportunity.

Third party charter

All parties agree that anyone working within the Eurostar ‘family’ is treated with equal dignity and respect. Therefore we agree to formulate a charter, at the earliest opportunity, setting out a new basis for the status and treatment of contractor staff who work on the services that are intrinsic to the operation and support of customer service for EIL.
The document will be in the form of a charter that sets out a group of standards for the way in which contractor staff are treated by EIL, their own direct employer and by all Eurostar colleagues.

This charter agreement applies to all employees of contractors supplying intrinsic services to Eurostar International Limited at all sites and includes security, cleaning and catering services which form part of, or support the passenger and customer service of Eurostar.

Drivers working group

EIL and ASLEF are committed to a working group into explore potential business efficiency improvements and current drivers terms and conditions, e.g. annualised hour rostering, recruitment, minimum leave quotas, etc. Any agreement made following the Drivers Working Group discussions will be discussed at the relevant Company Council meeting.

 

‘Blue Vouchers’

As from January 2019 all blue vouchers will be issued online, with no changes to current conditions. Employees will need to verify their dependents online.

EIL Apprenticeship levy

All parties are committed to maximise the development of our employees and the introduction of apprentices within EIL, outside of our traditional engineering roles. We will work collectively to review how we can utilise the apprenticeship levy to support employee development and EIL apprenticeships.

The company has been informed of our acceptance and I have requested that the increase and the back monies are paid at the earliest opportunity.

Yours sincerely

 


Mick Cash
General Secretary