RATES OF PAY AND CONDITIONS OF SERVICE 2020 - HITACHI

Our Ref: BR4/0001/H

 

11th November 2020

 

TO ALL HITACHI MEMBERS AT DONCASTER AND LONDON NORTH POLE

 

Dear Colleagues

 

RATES OF PAY AND CONDITIONS OF SERVICE 2020 - HITACHI

 

I write to advise you that following the recent suspension of the planned industrial action, further discussions have taken place between your negotiating team and Hitachi. Our lead officer reports that a written proposal has been received from Hitachi covering London North Pole and Doncaster depots. 

 

The offer is summarised below: -

 

A 3-year pay package proposal effective from 1st April 2020.

A reduction in working hours by 2 hours per week with paid meal breaks during shifts so that all time attending work will count to working time.

Proposals on the re-statement of holiday entitlements, aligning those on different arrangements, with a lump-sum payment of £1000 for those on the old arrangements

A proposal on salaries for Wheel Lathe Operatives at Doncaster.

A “Core-Work” agreement in line with union policy and the Fleet Engineering Depots charter.

 

Full details of this offer can be found at the bottom of this letter. 

 

Having considered the company’s proposals and consulted with your representatives your National Executive Committee has instructed me to conduct a separate referendum of members at each depot with a recommendation to accept as we believe this is the best offer achievable in the current climate. Due to the current Coronavirus situation, as well as the need to deal with this matter urgently, we will be conducting these referenda electronically. 

Electronic Referendum Instructions

 

You will shortly receive an email from a company called “Election Runner” which will allow you to register your vote. Please follow the instructions and make sure you complete this by no later than 1100 hours on Thursday 19th November  2020 when voting closes. 

 

Note -  it will not be possible to vote without an email address. You are recommended to check your Junk/Spam folders if you do not receive the email instructions.

 

A full copy of Hitachi’s proposed offer is available to you on the voting site and I urge you to take part in this referendum to have your say. If you know any of your colleagues who has not received this email, if you have any difficulties voting, or you need to update your email address please contact the RMT Helpline on info@rmt.org.uk or by phone to 0800 376 3706.

 

VOTE “YES” TO ACCEPT THE PROPOSALS

USE YOUR VOTE

 

Best wishes.

 

Mick Cash

General Secretary

 

 

Hitachi Rail Pay 2020 proposals

Doncaster and London North Pole Depots

Tabled 10th November 2020

 

 Year 1

 

2.5% pay rise back dated to 1 Apr 20.  All OT worked since 1 Apr 20 will be paid at the increased salary rate.

 

Reduction in the working week to 38 hours (annual reduction of 104 hours) with no reduction in pay or allowances. 

 

To clarify: 

Employees who have been working reduced hours since Mar 20 (<36hrs) these will not be backdated to 1 Apr 20. 

Employees who have continued towork 40hour weeks throughout the current financial year will have the difference in hours backdated to 1 Apr 20

 

Paid breaks will be introduced.  As all employees have benefited from paid breaks thus far, these will not be backdated. 

 

All employees will move to an average shift length of approximately 11 hours, which is inclusive of paid breaks, aligned to operational demand. 

 

All employees, regardless of contract, will have 33 days leave.  This means an increase of 9 days for those on ‘new style’ contracts who joined the business after 1 Apr 18.

 

 

 

Year 2

 

Pay rise linked to Dec 20 RPI or 1% whichever is greater. 

 

Working week remains at 38 hours.

 

All employees, regardless of contract, will move to 31 days leave.

 

All employees on ‘older style contracts’ (33 days) will receive a one off cash lump sum of £1,000 in Apr 21; this could be paid in Dec 20 if accepted. 

 

Year 3

 

Pay rise linked to Dec 21  RPI or 1% whichever is greater. 

 

Working week remains at 38 hours.

 

All employees, regardless of contract, will move to 29 days leave; this will reduce to 28 days as at 1 Apr 23.

 

For the sake of clarity all holiday will be stated in ‘days’ regardless of current shift length; all shifts will be aligned to approximately 11 hours and there is no intention to move to any other shift pattern or roster.

 

 

Year

Remarks

FY20/21

FY21/22

FY22/23

 

Pay Award
(Base & associated allowances)

2.5%

Dec RPI

Dec RPI

Minimum of 1%

Weekly hours

38.0

38.0

38.0

Currently 40 hours

Annual hours

1,976.0

1,976.0

1,976.0

Currently 2,080 hours

Reduction in annual hours

104.0

104.0

104.0

From 2,081

Holidays - Old Contracts (days)

33.0

31.0

29.0

28 shifts from 1 Apr 2023

Holidays - New Contracts (days)

33.0

31.0

29.0

28 shifts from 1 Apr 2023

Paid Breaks

Yes

Yes

Yes

In line with fatigue calculations

Average Shift Length

11.0

11.0

11.0

 

 

The end state on 1 Apr 23 will be a 38 hour working week for all employees based on average shift length of approximately 11 hours, inclusive of paid breaks, and 28 days leave, plus any long service days accrued. 

 

Additionally: 

 

Where the increase in holiday entitlement cannot be taken within the remainder of the current holiday year; any outstanding leave will be moved to a banked leave pot which will remain available for use until 31st March 2025. 

Roster changes: the company can confirm that there are no roster changes planned or foreseen for the duration of this agreement; however, should the situation change, we commit to entering meaningful discussions with regard to the impact of this. 

Core worker agreement will be implemented as previously discussed

Wheel Lathe Technician rates at Doncaster – Wheel Lathe Technicians/ Operatives utilised as Maintenance Technicians will have their pay increased to the Maintenance Tech rate from 1st April 2020. We recruit using different qualifications/ skills and will analyse any gaps and request RMT support if we need to request employees obtain higher qualifications to maintain regulatory compliance.