RATES OF PAY AND CONDITIONS OF SERVICE 2019 - NETWORK RAIL

Our Ref: BR6/0001/NR

4th February 2019

TO ALL NETWORK RAIL MEMBERS

Dear Colleague

RATES OF PAY AND CONDITIONS OF SERVICE 2019 - NETWORK RAIL

I write to advise members that further pay talks were held with Network Rail on Friday 1st February 2019. The union has today received the following proposal from Network Rail: -

“1. Pay increases for 2019 and 2020
1.1. All employees within scope shall be awarded the following pay increases set out below.
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.

2. Season ticket subsidy

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

3. Christmas bonuses in Maintenance

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

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 be maintained at current rates for those employees currently in receipt of it (including promotions and sideways internal moves within the general grades’ bargaining group) so long as their work location remains in an eligible area.
4.3. South East Allowance shall not be offered for all future new employees from 1 January 2020.

5. Reorganisations and Job Security
5.1. The current commitment guaranteeing no compulsory redundancies across all members of these bargaining groups will be extended until 31 December 2019.
5.2. The process for managing displaced employees in these bargaining groups is set out in Appendix 1 and is a revision to the Promotion, Transfer, Redundancy & Resettlement Arrangements (PTR&R) and will be incorporated into the Job Security Agreement, effective from 1 January 2020.

6. Joint Working Parties

6.1. 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:

6.2. The current inability to deploy the closest maintenance response team to an incident to minimise delays to our passengers.
6.3. 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.
6.4. Reducing the complexity of multiple contracts of employment for employees in Maintenance.
6.5. The current inability to have teams of different disciplines rostered by the same person and work scheduled by an overarching planner.
6.6. 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.
6.7. A joint review of all allowances including signaller flexibility premium and Christmas working arrangements for employees on former Thales terms and conditions.
6.8. A joint review of the Network Rail performance management process for Band 5 – 8 roles and the pay ranges.
6.9. 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.
6.10. A joint review of working hours for those who are contracted to work more than 35 hours per week, with a view to standardisation.
6.11. A joint working group to explore the possibility of offering leisure rail travel to employees on a cost neutral basis.
6.12. 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.

Appendix 1

1. Effective from 1 January 2020, the process for managing displaced employees will be as set out below, having taken into consideration and application of all the measures and arrangements set out in the PTR&R and the Job Security Agreement, as appropriate, including offers of suitable alternative work.

1.1. In cases where an employee has been displaced due to redundancy and is being Used to Best Advantage (UBA) and no suitable alternative role has been identified, the following additional measures will be undertaken:
1.2. Consideration of alternative roles within a total travelling time of up to 105 minutes, on a voluntary basis.
1.3. Consideration of alternative roles with a total travelling time beyond 105 minutes which would require relocation of the employee’s home, on a voluntary basis, subject to the agreed financial arrangements for relocation.
1.4. In both of the above circumstances, the fatigue standard will be taken into account.

2. The National Maintenance Council and National Operations Council will monitor and review employees who are UBA and the measures being taken to place them in alternative roles.

3. Individual cases, where following the actions above, the employee remains UBA will be discussed by the appropriate national council, with the final decision regarding the redundancy of the employee to be made by the chair of that council.

4. The process will take a minimum of six months, from the point that the employee is declared UBA to the determination of the chair of the national council. Contractual notice period will be in addition to this six months.”

The NEC will be considering the company’s proposals tomorrow and members will be kept fully informed of developments.

Yours sincerely,

Mick Cash
General Secretary

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