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TSSA wins improved Amey pay and holiday pay offer

10 April 2018

Detail needed before member voting can open. TSSA membersÂ’ legal action and survey mandate leads to final offer of 3% pay increase, two yearsÂ’ holiday backpay and no compulsory redundancies in 2018. Reps recommend as best available by negotiation. Voting opens for members once detailed offer available.

Download our pdf newsletter here:  http://bit.ly/Apr2018AmeyPay

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TSSA members’ legal action and survey mandate leads to final offer of 3% pay increase, two years’ holiday backpay and no compulsory redundancies in 2018. Reps recommend as best available by negotiation. Voting opens for members once detailed offer available.

Our strategy yields major improvements!

For years Amey have denied staff the legal right not to be worse off for taking annual leave. The Amey Board stonewalled negotiations with TSSA, blocking a fair deal. This gave us no choice but to support members in legal action that would force Amey to include overtime and allowances in holiday pay calculations. As part of pay talks, Amey Rail are now prepared to throw in the towel! The pay offer includes two years’ backpay for outstanding holiday pay, the maximum that could be awarded by a Judge.

In January our negotiators rejected an offer of 2% on pay and one year’s holiday backpay on the strength of our members’ pay claim survey mandate and ongoing legal action.

 

Reps recommended offer in principle…

On 26 March Amey made a verbal offer to boost the pay increase to 3% and double the backpay for those owed holiday pay to two years. During the meeting we negotiated to extend the no compulsory redundancy commitment to the end of 2018.

In principle, our reps recommend the offer outlined opposite as the best available through negotiation and a significant improvement on conditions previously offered and rejected. Members will be given a vote to either follow our reps’ recommendation and accept the offer, or reject it and run an industrial action ballot to seek an improved offer through a collective withdrawal of labour.

Offer (this offer applies to current Amey Collectively Bargained Group and excludes Carillion):

  • 3% annual pay award, on basic salary plus agreed allowances, with a minimum underpin of £650.00. Backdated to the 1st March 2018.
  • 24 months back pay on statutory holiday, plus payment of holiday pay on overtime from 1st April 2018, subject the TSSA not supporting and further pay claims.
  • To give some reassurance regarding work fluctuation, a no compulsory redundancy agreement until 1st January 2019.
  • Commitment to jointly review our rostering principles, to include travel time, rest periods and family friendly arrangements.
  • Agree transition arrangements from completing an apprentice programme to first role post qualification.
  • Over the next 12 months review current Engineering competencies and remuneration to ensure transparency of career development and reward.

…but legal advice means more detail needed before voting can open

Our key priorities are to protect and improve our members’ interests on an individual and collective basis, and to involve members in workplace democracy. Although we recommend the spirit of the offer above, the detail of the full holiday pay offer includes some elements that are unclear, ambiguous or unacceptable. Our legal advice is that these must be resolved to be able to calculate pay if the offer is agreed. We are seeking urgent progress. All members will be asked to vote in a referendum once we have a reasonable and clear offer.

Not in a union? Join TSSA, join our fight for fairness and have a say on pay.

www.tssa.org.uk/join

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