TfW Rail Limited 2022 management and clerical pay referendum

Dear member 

We are writing to you again about the ongoing pay negotiations for the management and clerical grades and present to you the latest offer from the company. We are once again seeking your views so please complete the survey here https://www.surveymonkey.co.uk/r/YTM85Z3 by 28/10/22.

This offer represents the outputs from the meetings we have had since the overwhelming referendum rejecting the last proposal. The headline changes are that no member will now be expected to volunteer to go on the on-call roster and the requirement to two “shifts” has now been reduced to one. The company has recently clarified that this expectation goes beyond 2023 which in essence means that members will have to elect to do one shift per year on an ongoing basis. 

 The reps have worked very hard to secure a deal of 6.5% which is equitable with the other grades however we are aware that the 2% productivity element remains contentious. While we would like to present this offer with a recommendation on this occasion the TSSA negotiating team is divided. For that reason, we are looking for your views as to whether you accept or reject the revised offer. Please be aware that if this offer is rejected the next logical step is likely to be an industrial action ballot.  

 1.     This is a 9-month deal, with a commitment to move the pay anniversary date for 2023 to the 1st April.

2.     A collective pay offer of 4.5% across all grades (with a minimum increase of £1,500 per full-time equivalent) 

3.     A continued commitment to no compulsory redundancies.

4.     An increase in Maternity leave from 12 weeks full pay to 26 weeks full pay. 

5.     An increase in Paternity leave from 1-week full pay to 2 weeks full pay. 

6.     Grade-specific productivity elements. The productivity element will increase the base pay offer from 4.5% to 6.5% (plus 2%);

• This 2% increase is for colleagues who are already part of the on-call roster. TSSA and TfW are creating a workshop with representatives across the business to look at how we can improve the on-call rosters. We would like to see this review to be completed by the end of March 2023 

• Colleagues who are not currently part of the on-call roster will be required to complete one customer support shift in a 12-month period, commencing January 2023.

• These shifts can be one of the below example activities however the list is not exhaustive. The activities could also take place on weekdays or over weekends . Examples: 

o A shift supporting our complaints or social media teams

o A customer support shift at stations during events, disruption    

TSSA will be agreeing to a process with TfW for colleagues who due to personal circumstances are unable to join the on-call roster or undertake a customer support shift. This will be addressed on a case-by-case basis. In addition, TfW are committed to an annual review of the customer support activity with TSSA, in order to take lessons learned and maintain the continuous improvement to the colleague/customer experience