4 December 2022
RMT Press Office:
Rail Union, RMT today rejected the Rail Delivery Group (RDG) offer and demanded a meeting tomorrow morning to resolve the dispute.
After months of no offer at all from the RDG, finally the DfT gave rail operators a mandate to make a proposal to the RMT.
The RDG is offering 4% in 2022 and 2023 which is conditional on RMT members accepting vast changes to working practices, huge job losses, Driver Only Operated (DOO) trains on all companies and the closure of all ticket offices.
RMT general secretary Mick Lynch said: "We have rejected this offer as it does not meet any of our criteria for securing a settlement on long term job security, a decent pay rise and protecting working conditions.
"The RDG and DfT who sets their mandate, both knew this offer would not be acceptable to RMT members.
"If this plan was implemented, it would not only mean the loss of thousands of jobs but the use of unsafe practices such as DOO and would leave our railways chronically understaffed.
"RMT is demanding an urgent meeting with the RDG tomorrow morning with a view to securing a negotiated settlement on job security, working conditions and pay."
- Network Rail have also made a complex offer on pay and working practices which the NEC will consider in due course tomorrow.
- The RDG proposals set out a two-year pay package which provides 4% increases for years 2022 & 2023 with a no compulsory guarantee only until April 2024.
- Key points within the RDG's determinantal proposals:
1. That all Workforce Changes are accepted without reservation or industrial action;
2. Closure of all ticket offices and displacement of all retail staff;
3. Creation of a new multi-skilled station grades;
4. A mass job severance programme;
5. Driver-Only Operation of trains in all companies and on all passenger services;
6. New arrangements for mandatory Sunday working;
7. A review of all On-Train Catering services leading to cutbacks in provision and jobs;
8. Review of Fleet grades’ working practices and depot driving;
9. Flexible working contracts, working and rosters;
10. Mandatory adoption of new technology with no payment;
11. New Attendance Management scheme;
12. Review of Stood Off arrangements;
13. New annual leave and sick pay arrangements