TPE Management grades pay offer 2024

Last Friday, your management company council representatives (Mark Lloyd, Paul Nuttall) and myself met with the company to discuss the pay offer for managers.  

During the meeting we sought clarity on whether there was scope to either pay a higher amount for the 2023 year or enhance the 2024 offer in order to address the pay differential that has been caused by the offer to the general grades for 2023.

The company advised that the mandate that they have been given from the Department for Transport (DfT) mandate only allowed them to negotiate on the 2024 pay year and that offer was 4.5% for 2024 and they had no scope to offer anymore.

It does offer any Managers who have left the company or changed grade since the relevant anniversary date (1^st April 2024) to receive the pay rise and they advised that this will apply to anyone in post from the relevant anniversary date.

Like any other group of managers in order for us to have the right to negotiate on your terms and conditions we need at least 50% + 1 of the managers in a grouping of managers to join TSSA for us to win those rights as we did for the Revenue Protection Managers.

We have now received the formal offer in writing which includes the clarity on how pensions will be treated as a result of including the leavers in the offer as per the clarity that TSSA sought from the DfT Nationally.

When your Management reps met they voted on balance to recommend acceptance of the offer.

So, it is now down to members to vote on the offer by 12 noon on Friday 18^th October. We understand the employer will pay all managers the same and so we are putting this vote out to all of our Management members in TPE to vote on. You can Vote using this Link https://www.surveymonkey.com/r/TPEMSPay24

The full offer is set out as below:

“In accordance with our collective bargaining arrangements for the Revenue Protection team, I am writing to formally set out our pay offer.

This 1 year pay offer covers all Revenue Protection team grades only and comprises:

• 2024/25 a pay increase of 4.5%

This pay offer is based on the employee base salary and salary linked contractual allowances as at the 2024 pay anniversary date.

This pay offer will be effective from the Revenue Protection team’s Managerial grade pay anniversary date conditional upon receipt of formal acceptance of the offer.

Employees who have left employment, will be eligible for arrears up to their date of leaving and similarly new entrants will be eligible for arrears from the date their employment commenced. This leavers arrears payment is exceptional in recognition of the time that has elapsed since the pay review dates and is not intended to form a precedent for future pay deals.

For employees that are members of the Railways Pension Scheme and receive a backdated pay award following agreement of the 2024/25 pay awards, for pensions purposes:

1. Contributions will continue to be based on pensionable pay as at 1 April 2024.
2. Contributions will next be updated from July 2025 based on pensionable pay on 1 April 2025 (which will take into account pay awards preceding that date).
3. In the event the member leaves pensionable service, the calculation of their scheme benefits will be calculated as if the pay award had been made on the date it is backdated to, rather than the date it is awarded.
4. Any back pay lump sum awarded will not be pensionable (for contribution purposes) and will only be pensionable to the extent necessary to give effect to point 3 above. 

This applies regardless of whether previous offers of back pay have been treated differently and is subject to the existing terms of any pensionable pay capping arrangements in place. 

TPE is currently liaising with the Railways Pension Scheme to fully understand the back pay arrangements for any colleague who contributes to the DC (Defined Contribution) Pension Scheme. We will be writing directly to these colleagues to establish their individual back pay and pension preferences.

This offer is intended to reset relationships with TSSA and improve the industrial relations climate through a willingness to commit to jointly working together going forward to deliver a more operationally resilient railway.

Negotiations on the 2025/26 pay review for the Revenue Protection Team will take place in accordance with our collective bargaining arrangements.

These may include efficiency/productivity proposals to help support the future operational resilience of Britain's rail services. On the basis the above is acceptable to your members via a referendum, I consider this a crucial first step towards working together to reset the industrial relations climate.”