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TfL Pay talks – Round 2 Update

5 October 2012

Further talks have taken place between TfL and your Union Reps about the 2012 pay review for Bands 1-3. This is an initial update with further information to follow.

 Having now analysed their proposals, we asked some key questions:

·         Why are TfL offering significantly less than LUL?

o   Our last pay agreement specified that TfL would consider any Underground pay settlements in making their proposals this year. There is no evidence that they have done so. Tube workers received a 4.7% increase this year.

·         Have TfL considered that their proposal to freeze pay ranges hits hardest the earnings of the lowest paid Band 1 staff?

o   If you are already towards the upper end of your pay range, any increase which takes you above the top of the band maximum will be non-consolidated, i.e. a one-off payment and non-pensionable. In other words, it’s a bonus NOT a pay rise.

·         Have TfL considered the equality impact of their proposals?

o   Far more women are employed in the lower pay bands and adversely affected by their proposals. Will TfL’s proposal disadvantage any other groups?

·         What impact does the new appraisal system have on staff performance ratings?

o   To achieve a 3 rating (achieved) you now have to meet 100% of your objectives. Is the process fair and is this being strictly applied? Rankings above and below 3 are “forced” in that they have to allocate a certain number of higher and lower ratings, regardless of actual performance of staff.

Season ticket

TfL have responded to our question about the 75% season ticket concession. They said that this currently costs £2.2 million per year and is taken up by approx. 1400 staff.

TfL wished to negotiate on this benefit in the context of their current offer – a move which could reduce the basic pay rise to fund the ticket concession.

TSSA’s position is that the 75% concession is a non-contractual benefit offered in addition to the pay rise, not instead of it!

Freeze on Pay Ranges – impact on salary and pensions

A "freeze of pay ranges for pay bands 1-3" means that the maximum and minimum for each of these pay bands will not be shifted up by the percentage increase. This means that your pay rise will move WITHIN your pay band, pushing you further towards the threshold or maximum.

We have requested that TfL model the impact of the freeze in pay ranges in terms of actual cost, and that they provide a comparison between the cost of their proposal and the cost of simply applying a rise as normal.

What game is being played?

TfL asked for more time to produce answers to our questions.

Your Reps pointed out that it is totally incredible to believe that TfL have not already gone through this data in order to prepare their pay offer.

If they do not have the information, they are irresponsible. If they do have it, why are they delaying disclosure to your Union?

Where are you in your pay band?

We suggest that all staff in Bands 1-3 confirm where you are within your pay band so you can see whether the “freeze” will leave you out in the cold when it comes to your pay.

You should request this information from HRS as soon as possible.

Further Updates

Talks are scheduled to resume on Friday 12 October, with further dates diaried beyond if we do not reach agreement.

An initial update will be issued after each meeting. Members will have a secret ballot on whether to accept or reject any final offer when negotiations have concluded.

Get involved

Can you help TSSA to protect members’ interests at TfL? Do you have ideas or suggestions?

Contact: /

Download as pdf:   TfL pay update 2

TfL Internal Bulletin on pay:  TfL pay offer


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