Our Ref: BR6/0001/NR
21st May 2019


Dear Colleague



As you will be aware, your negotiating team attended further talks at ACAS in April following which a revised pay proposal was tabled by Network Rail and a national meeting of all area council reps was organised to seek members’ views. The NEC’s position was that the offer addressed their primary areas of concern from the previous offer and were therefore recommended acceptance to the meeting. This meeting took place to Thursday 16th May 2019 where the general consensus of the reps was that the offer is acceptable with the following provisos:

• That while the implementation of the pay agreement in 2019 for Role Clarity contract staff will be as set out in the proposal, RMT has a clear mandate to negotiate a new agreement on Role Clarity pay that will give full effect to the values of the pay agreement from 2020, re-values and gives increases to salary bands linked to on-going pay awards and addresses performance related pay.

• That the negotiations on travel facilities are vigorously pursued with the objective of creating a national travel facilities scheme for all Network Rail workers (and across the rail industry) with the position that if such a scheme were not created and agreed by mid-2020 this union would go in to dispute on this issue.

• That on settlement of this pay agreement the RMT vigorously pursues negotiations on a standalone agreement for a permanent arrangement that avoids compulsory redundancies. The NEC to make it a condition of acceptance of this offer that agreement on this basis is achieved before the expiry of this pay deal. Progress on this matter to be reported back to a national meeting of Area Council Reps for review in mid-2020 with the intention that if sufficient progress on this matter is not evident, a dispute can be declared.

Following the meeting the NEC considered this matter again today and has decided to accept on the basis of the provisos outlined above. After several months of detailed discussion we have now reached a pay agreement with Network Rail which gives members substantial pay increases in line with the fairest measure of inflation and ensures no compulsory redundancies for at least the next two years. This will ensure member’s pay will keep up with the rises in the cost of living and give real job security.

In addition we have successfully got Network Rail to agree to make a joint approach to the Rail Delivery Group to achieve our of leisure travel for all Network Rail staff with a view to making this an industry standard. The union has been campaigning on this issue ever since the railways were privatised and this is a major victory on this issue. In addition we will now be entering in to detailed discussions on wide range of issue such as Role Clarity Band 5 to 8 staff conditions which we have been pursuing the company to review for some time.

The full details of the accepted offer are as follows:-

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.

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, GTRM/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 continue to be paid under the existing arrangements but be frozen at current rates and not increased in future years.

5. 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.

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.

7. 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.

I would like to take this opportunity to thank all of our reps at every level who have kept our negotiating team fully informed of the members’ views throughout these detailed and wide ranging discussions. The company have been informed of our acceptance on the basis of provisos outlined above and members will be kept fully informed as to the progress of the various negotiations and working parties that will result from this agreement.

Yours sincerely,

Mick Cash
General Secretary