UNDERSTANDING PROMOTION, TRANSFER, REDUNDANCY AND RESETTLEMENT (PTR&R) ARRANGEMENTS

Mick Cash explains PTR&R arrangements and why they are so important for every worker today and should be protected

In 1948 the Labour government nationalised the railways merging the four regional private companies and created British Rail. This was the single biggest change to the industry since 1921 when the 121 private companies operating the railways were merged into four regional private companies, Great Western, Southern, London North Western, and London North Eastern.

As a result of the creation of one employer the unions and management sought to harmonise all the different arrangements, terms and conditions covering all the former private companies. One bargaining arrangement was created which eventually was updated in 1956 to become the Machinery of Negotiation.

This lasted until 1992 when in preparation for privatisation British Rail replaced it with the 1992 procedures. PTR & R Work started on a single Promotion, Transfer, Redundancy and Resettlement, arrangements known as the PTR & R.

After four years of hard bargaining in 1952 talks on a new PTR & R arrangement covering all grades were completed. This agreement has been regularly updated and is still in force for many rail workers today. Ever since privatisation employers have tried to attack this agreement because of its costs and the rights it gives to rail workers.

The PTR & R is a collective agreement covering all workers which protects an individual worker when he or she is promoted, reorganised or made redundant. That individual has the right to be treated fairly, given an equal opportunity and has a choice based on the individuals rights not on a manager’s whim.

So called modern agreements like the Network Rail’s people process gives the management a greater power in deciding what happens to an individual. The PTR&R gives the individual a greater say in what happens to them. Modern management arrangements as well giving the employer more say also happen to be cheaper.

EXPERIENCE

In addition to ensuring fairness, opportunity and choice the creators of the PTR & R, both management and unions, sought to reward experience and loyalty. This was achieved by making length of service in the form of seniority important factors.

Today the PTR & R is under attack again, the real reason is it costs too much and gives individuals to many rights, which employers hate. By using the cover of the recent age discrimination legislation employers are seeking to throw out the existing arrangements and put less favourable arrangements in place.

This agreement has stood the test of time and has protected many rail workers of all ages since 1952. That in itself justifies our forefather’s faith in principles such as seniority.

The agreement is 55 years old, but age should not matter. What should matter are the principles, aims and objectives contained in the PTR & R. RMT is all in favour of updating the arrangements, as we have done in the past.

The union has no hidden agenda and believes that experience and loyalty should still be rewarded. We only wish the same could be said of the employers.