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Network Rail Pay Offer Jan 2019

10 January 2019

Network Rail Offer - Pay increases for 2019 and 2020

 1. Pay increases for 2019 and 2020

All employees in the bands 5-8 and Operations, Maintenance and Controllers bargaining groups shall be awarded the pay increases set out below.

With effect from 1 January 2019, an increase of 3.2% to basic rates of pay including a minimum uplift of at least £500 (pro rata for part time working).

With effect from 1 January 2020, an increase to basic rates of pay of the value of the November 2019 Consumer Prices Index (published in December 2019) +0.7%, including a minimum uplift of at least £500 (pro rata for part time working).

For those on Role Clarity contracts:

The increase will be distributed based on performance ratings, with the full negotiated figure paid in aggregate, but with differential increases to reflect individual performance ratings.

For those at the top of the salary band, the increases will be made as a non-consolidated payment.

2. Season ticket subsidy

The cap on season ticket subsidies shall be increased by £250 from £2,500pa to £2,750 pa.

3. Christmas bonuses in Maintenance

Christmas bonuses for employees on ex Jarvis, Amey and by association, Carillion contracts, shall be uplifted by the value of the pay increase awarded that year with effect from 1 January 2019 onwards.

4. London and South East Allowances

Inner and outer London allowances shall be uplifted by the amounts stated above (point 1) with effect from 1 January 2019, and 1 January 2020 respectively.

South East Allowance shall be maintained at current rates, for those employees currently in receipt of it, but shall not be offered for all future offers of employment, including promotions, with effect from 1 June 2019.

5. Job Security

An additional 4-month redeployment period, in addition to contractual notice and severance pay shall be offered to employees who are made redundant on an involuntary basis.

 

6. Private Medical Insurance

Private medical insurance (PMI) shall be extended to Controller grades 2s and 3s. This shall include employee cover with the option to enrol family members at the employee’s cost. This benefit can be exchanged for a periodic cash equivalent (currently £445pa).

7. Further Discussions

Separate to the pay agreement, Network Rail and the Trades Unions agree to participate in negotiations on the basis of joint working with a view to reaching agreement on the following issues, including productivity challenges raised by the company and claims raised by the Trades Unions.

The current inability to deploy the closest maintenance response team to an incident to minimise delays to our passengers.

The current inability to replace Signallers, Electrical Control Operators & Mobile Operations Managers for several months who leave with 4 weeks’ notice, creating gaps in cover.

Reducing the complexity of multiple contracts of employment for employees in Maintenance.

The current inability to have teams of different disciplines rostered by the same person, and work scheduled by an overarching planner.

A joint review of role clarity contracts with a view to the introduction of an operational contract covering shift working including for those at Managed Stations and appropriate Band 5-8 roles.

A joint review of the Network Rail performance management process for Band 5 – 8 roles.

A joint review of family friendly policies to commence following the scheduled review of the Disciplinary, Grievance; Managing for Health and Career Break policies, as previously agreed at the National Policy Council.

Negotiations on the above will commence upon acceptance of this offer, with each challenge being the subject of separately actionable agreements.

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