RMT PAY BULLETIN November 2012

Circular No. NP/301/12

30^th November 2012

H.O. Ref: R14/5

TO:  ALL BRANCHES, REGIONAL COUNCILS, REGIONAL OFFICES,

        COUNCIL OF EXECUTIVES & HO OFFICERS.

Dear Members,

RMT PAY BULLETIN

November 2012

The Office of National Statistics has published new inflation figures for the twelve months to October 2012. 

The Retail Price Index (RPI) stood at 3.2% for the year to October 2012, up 0.6% from the 2.6% figure to September 2012.

The Consumer Price Index (CPI) stood at 2.7% for the year to October 2012, up 0.5% from the 2.2% figure to September 2012.

According to the ONS, the largest upward inflationary pressures came from education costs (mainly the increase in tuition fees), food prices (particularly potatoes, fruit and confectionary) and transport costs (particularly second hand vehicles and air fares). Significant downward pressures came from housing costs (particularly gas and electricity bills) and recreation costs (mainly computer game prices).

RMT pay submissions will continue to emphasise that your financial commitments have increased at a greater rate than inflation and that your living standards are undermined by this disparity.

Recent non-RMT settlements

Company /Sector	Award	Effective From
Translink train drivers (TOCs & FOCs)	· 3% pay rise	1 Apr 2013
Vauxhall Motors, Ellesmere Port (Engineering)	· 3.2% rise in basic pay	1 Sept 2012
Rolls Royce, Derby (Engineering)	· 4% rise in basic pay, backdated	1 Mar 2012

Recent RMT Settlements

Company	Award	Effective From
Train Operating & Freight Operating Companies
Grand Central Trains	· An increase of 3.5% to basic rates of pay from 12th February 2012, with arrears of pay being paid at the earliest opportunity. · An increase to basic rates of pay by November 2012 RPI plus 0.5% from 1st January 2013, or a minimum of 3%, whichever is greater. · To implement reciprocal travel facilities with other members of the Arriva UK Trains Group as a concession. · To implement the proposed/revised structure for staff reps on which further discussions are to be held. · A commitment from Grand Central to enter into discussions to explore ways to improve terms and conditions and to work more efficiently, on a company-wide and grade specific basis provided the trade unions confirm a willingness to do the same. The initial areas to be explored are around rostering flexibility and a commitment to working together to formulate and review a number of policies. The intention is to meet before the end of the year or at the latest, early January to establish ground rules on productivity discussions and policy reviews.	1 Jan 2013
Infrastructure
Amey (Heathrow Express contract)	Year One · 2.5% increase for all employees covered under the Collective Bargaining Agreement · Any employee covered by the agreement with Statutory Sick Pay (SSP) will be transferred to Amey Standard Sick Pay terms (SSP for the first six months of employment, then 3 months full pay followed by 3 months half pay). · Any employees on weekly pay will be transferred to monthly pay by 27th March 2013. In addition to the above and as a foundation to a year 2 agreement, the RMT will participate in an operational restructure and harmonisation review of the operational delivery at HEX. The process will commence December 2012. Year Two · A 2% increase, or the Amey Pay Review pot figure, whichever is the greater, for all employees covered under the Collective Bargaining Agreement, effective 1st April 2013. · A one-off payment of £75 to all employees covered by this agreement in their April 2013 pay in recognition of participation in the operational restructure and harmonisation review.	1 Apr 2012
Balfour Beatty Rail Renewals	· An increase of 2.5% on reference salaries with an identical increase on geographical allowances and all allowances that currently operate as a percentage of reference salary.	1 Jan 2013
Balfour Beatty Rail Plant	· An increase of 2.5% on reference salaries with an identical increase on geographical allowances and all allowances that currently operate as a percentage of reference salary.	1 Jan 2013

Yours sincerely,

Bob Crow

General Secretary

Recognition Application for Carlisle Cleaners within South West Trains

To advise that the RMT Regional Organiser Pete Gale has applied to the CAC (Central Arbritation Committee) for formal recognition for our members who are employed by Churchill.

Churchill have requested that ACAS are involved in this process which we have agreed.
This has come to light because the RMT wrote to the Churchill bosses requesting that we have recognition with them, they declined on the bases that we have not got any members, this is not true as we have a huge % of members in all the depots within the South West Trains area.

This could be a battle that we intend to win, lets fight so we can get better pay and conditions for these members.
We will keep you posted on this issue as progress develops

Branch Meeting

To advise that the next Branch Meeting will take place on Friday 07th December 2012 at the Hole in the Wall public house at 14-45.

Please note the change of day of this meeting, also please be aware that after this meeting there will be a get together with all branch members with food and light refreshments laid on.

I hope to see you there and would like to wish you and your family a Merry Xmas and Happy New Year

Thanks

Regards

Rickey Goodman
Waterloo Branch Secretary

SOUTH WEST TRAINS PAY TALKS 2012 UPDATE

To advise all that a further Pay Talks Meeting has been arranged with the Company and this meeting will be taking place on the 06th December 2012.

As per recent updates on this the Company have not offered a % pay offer and we expect this to happen at this meeting, as the Company agreed to take away the Trade Unions submissions away for consideration.

We will keep you updated on further developments on these talks, your RMT Negotiators at this meeting will be as follows

Pete Gale (Regional Organiser)

Company Council Team

Rickey Goodman

Michael Campbell

John Imm

RMT PAY BULLETIN

Circular No. NP/268/12

1^st November 2012

H.O. Ref: R14/5

TO:  ALL BRANCHES, REGIONAL COUNCILS, REGIONAL OFFICES,

        COUNCIL OF EXECUTIVES & HO OFFICERS.

Dear Members,

RMT PAY BULLETIN

October 2012

The Office of National Statistics has just published new inflation figures for the twelve months to September 2012. 

The Retail Price Index (RPI) stood at 2.6% for the year to September 2012, down 0.3% from the 2.9% figure to August 2012.

The Consumer Price Index (CPI) stood at 2.2% for the year to September 2012, down 0.3% from the 2.5% figure to August 2012.

According to the ONS, the largest downward inflationary pressures came from housing costs (particularly domestic energy and water bills). Significant upward pressure came from transport costs, specifically diesel and petrol costs.

RMT pay submissions will continue to emphasise that your financial commitments have increased at a greater rate than inflation and that your living standards are undermined by this disparity.

Recent non-RMT settlements

Company /Sector	Award	Effective From
Hitachi (Engineering)	· 3.5% pay rise and an additional one off Olympic pay rise of 0.5%. · Reduction in weekly hours from 42 to 39.5, equates to four hours off each six day turn (times to be agreed). · During the Olympic period (between 26th July and 14th August inclusive) a temporary maintenance roster will be implemented for all (consisting of two earlies and four night shifts). There will be a skeleton team on late shift formed of a team leader, team admin, one driver/DP and one other experienced shift member. · All shift staff that work during the Olympic period will receive a £50 bonus payment per shift in recognition of the demands and adherence to the temporary roster. During the 12 shift period, the maximum bonus that will be attainable is £600. · Annual leave is to be governed as normal (two shift members off at any time) and overtime will be paid at normal rates.	1 Apr 2012
Gulf Offshore (Shipping)	· 1% rise in basic pay · ‘Foundation bonus’ for employees with start date prior to 1 Oct 1990	-

Recent RMT Settlements

Company	Award	Effective From
Infrastructure
Amey	Two year deal: Year one · A 3% increase, effective from the earlier anniversary date of 1st March 2012, which is a permanent change. Year Two (2013) · A 2.5% increase or the Amey Group Pay Pot, whichever is greater. Extension of Collective Bargaining · As part of this agreement, the Company will bring all employees within Amey Inter Urban bands A-C who were previously on personal contracts back into Collective Bargaining Agreements with immediate effect. Amey will provide a list of these employees as soon as possible but no later than 15th November 2012. · All staff coming back into Collective Bargaining this year will receive the full benefits of this pay deal rather than an imposed 1.75% increase. · The principle of not recognising joint recognition for some job titles has now been dropped by the Company. Collective Bargaining Opt-Out · As part of the offer to extend Collective Bargaining, there will be a one-off opt-out for those that wish to remain on a personal contract. There will be a seven day window to opt-out, new starters will be in Collective Bargaining and the Company will remain neutral on this decision. Those that opt-out will not receive the enhanced Collective Bargaining pay rise. · It is anticipated that only a handful of staff will opt-out and these are likely to be Senior and Principle Engineers etc. Allowances · The Company is proposing further talks to achieve standardisation/harmonisation across Amey within an agreed time frame and a joint working party will be established. Travelling Time · The Company has recognised that this is a cause for concern from a Health and Safety and work life balance perspective. A separate working party will be established to review travelling time within an agreed time frame.	1 Mar 2012
Workshop/Train maintenance
Unipart Rail Doncaster	2.5% pensionable increase on all basic rates of pay and allowances, with an agreement to:- o Commence consultation on vehicle loading – to transfer this activity to Bibby. o Commitment to enter into discussions with regards annual leave authorisation. o Commitment to enter into discussions to explore annualised hours working in the warehouse. o Commitment to enter into discussions on Managers working in the line (not only when all other avenues have been explored).	1 Apr 2012
Bus and Road Transport
DHL Prudhoe	· 2.5% increase to annual salaries. · An additional days paid bereavement leave for direct family members. · Company also gave commitment to review use of agency/temporary workers with an aspiration to move towards full time or fixed term employees.	1 Jul 2012
Hants & Dorset Trim	· Immediate 1% increase in all rates of pay.	1 Nov 2012

Yours sincerely,

Bob Crow

General Secretary