RATES OF PAY AND CONDITIONS OF SERVICE 2024 – CAF RAIL (WALES & BORDERS CONTRACT)

Our Ref: BR4/0001/CR(W&B)

 

5^th June 2024

 

Dear RMT Member,

 

RATES OF PAY AND CONDITIONS OF SERVICE 2024 – CAF RAIL (WALES & BORDERS CONTRACT)

 

In line with Union Policy, a pay claim for an increase in pay and improved terms and conditions has been submitted to the company. Your negotiating team have held pay talks with the company and the following offer has been received:

 

• A pay award of 5.2% (RPI for December 2023), effective from 1^st January 2024 for employees on CAF Terms
• A pay award of 4.3% (RPI for March 2024) for employees on TUPE/Chester Term contracts, effective from 1^stApril 2024. This is a nine-month pay offer, to align the anniversary date with 1^st January.
• A pay award of RPI -0.5% (using RPI for December 2024) effective from 1^st January 2025 
• First Aid and Fire Warden allowances: increase to £186 per annum effective from 1^st April 2024 and indexed in line with the agreed pay award from 1^st April 2025
• Claimable receipted allowance: increase to £45 per day and £50 for those travelling to London, from 1st April 2024
• Higher Grade Duty payments: at the difference between the person’s current rate of pay and the Production Manager rate of pay (currently the stated difference between Team Leader pay and Production Manager pay regardless of the rate of pay of the person ‘acting up’.) Effective from 1^st June 2024.
• Product Support Engineers: Shift Allowance to be introduced at 9.7% from 1^st July 2024 for working a two-shift system
• Engineering Grades: paid breaks within the 40-hour working week from 1^st July 2024

 

Family Friendly Policies:

• Emergency Leave: introduction of up to 1 weeks paid leave per calendar year to make emergency or unexpected arrangements for employees on CAF Terms (excluding those on Chester TUPE Terms)
• Maternity and Primary Adoption Leave increase: less than 2 years’ service - 10 weeks full pay, 10 weeks half pay, then statutory maternity pay; 2 years’ service and above - 20 weeks full pay, then 19 weeks half pay
• Premature Baby Policy: 1 extra day paid leave for each day a baby is born before 37 weeks, up to a maximum of 14 calendar days
• Parental Leave: statutory provisions to apply from day 1 of employment
• IVF Treatment: paid leave for a female undergoing IVF of up to 2 weeks in a 12-month period
• Paid Antenatal Appointments: expectant fathers can receive paid time off during shifts, 2 x appointments per pregnancy 
• Miscarriage Provision: up to 5 days paid leave

 

Click here to view the full offer from the company

 

Having carefully considered the views of your Lead Officer and Representatives regarding the below-RPI pay offer for Year 2, your union’s National Executive Committee has instructed me to hold an e-referendum of you and your colleagues with a recommendation to vote ‘NO’ to reject the offer.

 

The referendum will close at 11:00 am on Thursday 13^th June 2024. 

 

Referendum Instructions

 

Members will shortly receive an email from 'RMT Referenda' which will allow you to register your vote. Please follow the instructions and make sure you complete this by no later than 11:00 am on Thursday 13^th June 2024.

 

VOTE ‘NO’ TO REJECT THE OFFER

 

If you know of any member who has not received their voting email or if you are having any difficulties voting, please contact referenda@rmt.org.uk or the RMT Helpline on 0800 376 3706. If you do not receive your vote immediately, please check your junk/spam folders before contacting us for a replacement.

 

Yours sincerely

 

Michael Lynch

General Secretary