Apr 3, 2014 - Abolition of the current banked hours arrangements. Overtime. To introduce overtime payments for any hours
Matt Barrow Regional Organiser Transport Salaried Staffs’ Associations Walkden House 10 Melton Street London NW1 2EJ
The Quadrant:MK Elder Gate Milton Keynes MK9 1EN
Our reference ERJG561b14 Dear Matt Managed Stations Terms and Conditions Further to my letter dated 7 April 2014 outlining proposals for changes to Terms and Conditions of Employment for Managed Stations Customer Service Assistants (CSAs) negotiated with nominated Representatives from your union and the RMT on the 3rd April 2014 We have continued to meet your Representatives to plan for implementation. At these meetings the following information was requested before a referendum ballot of your members can be conducted.
Letter to CSAs outlining proposed contractual changes Frequently Asked Questions Rostering Principles for Station Staff
I attach these documents for your reference. The Rostering Principles for Station Staff remain in draft as these will be further tested with Resource Managers and reviewed with your Representatives before going live For reference the negotiated proposals are Step One Working Week Banked Hours Overtime
To clearly define the working week as 00:01 Monday to 23:59 Saturday Abolition of the current banked hours arrangements To introduce overtime payments for any hours above base roster in line with the following rates
110% Nights (22:00 – 06:00) 125% Sundays 125% Rest Day Working 125% all other overtime
Sunday Working
Annual Leave
Bank Holidays
Rostered Sundays will be retained but the maximum number of Sundays included as part of an employees base salary will be no more than 18 per annum Station rosters may require employees to work more than 18 Sundays per annum. In this instance, employees will be expected to work to the agreed roster but will receive agreed overtime for any Sundays above 18 per annum If an employee roster currently requires them to work less than 18 Sundays per annum they will not be expected to work additional Sundays unless rosters are negotiated and agreed. Any additional Sundays compared to the previous roster will be paid at the Sunday overtime rate. Annual Leave will be calculated in days. Pro rata leave calculations are rounded up not down Leave calculations will be consistent across all stations in line with Station Rostering Principles (which are to be agreed)
Contractual Arrangements for Bank Holiday will be consistent . All compensation days of leave in lieu must be taken within 12 months of the relevant Bank/Public Holiday on which accrued
Step Two Rostering
Minimum Salary Review Extension of Proposal to Shift Station Managers
NR to work with Trade unions to jointly produce agreed stations national rostering principles Rostering to be conducted by a trained competent person in line with station rostering principles (station manager or roster clerk) Each station will use nationally agreed rostering principles to negotiate and agree a roster fit for purpose Rosters will be determined locally to suit business needs When rosters are being renegotiated the status quo prevails until they are agreed Managed Station Rosters should be a standing item for Local Councils and any discrepancies must be raised and discussed through this forum Reward will conduct a market review of Customer Service Assistant starting salaries with a view to future negotiations with Trade Unions NR confirmed their proposal to extend any agreement for CSAs to Band 4 Shift Station Managers. The TSSA agreed to engage in discussions as soon as possible.
We would like to implement these changes effective from 1st January 2015 and look forward to receiving confirmation of the timescales for the referendum ballot. We also invite you to provide dates when we could engage in discussions regards our proposal to extend any agreement to Band 4 Shift Station Managers. Yours sincerely
