Ex Jarvis Terms and Condition's

3 Aims and Objectives

3.1 To have modern terms and conditions that are consistent with the
business objectives and contractual obligations of Jarvis Rail.

3.2 To simplify and standardise conditions of employment for employees.

3.3 To give employees a higher basic rate of pay and harmonisation of the basic working week and annual leave arrangements but with opportunities to increase earnings through voluntary overtime.

3.4 To create a framework within which employees’ training and development can be linked to both the requirements of Jarvis Rail and employees’ personal aspirations.

3.5 To encourage and reward the attainment and use of skills that are needed within Jarvis Rail.

3.6 To acknowledge that where the work is carried out at nights and weekends the remuneration is appropriate.

3.7 To improve the working arrangements for the mutual benefit of the employees and Jarvis, whilst at the same time keeping Jarvis Rail competitive and able to win new contracts.

3.8 To increase pensionable pay whilst taking into account Pensions Management and actuarial advice.

3.9 To introduce a framework for movement through the S&T ranges; a higher salary increase is proposed for employees at the lower end of the range.

3.10 Consolidation of as many allowances as possible associated with hours of work and working practices into the agreed salary or salary range will simplify the administration of time sheets.

3.11 To eliminate the use of contract labour by the best use of existing employees, including the opportunity for overtime.

3.12 That there be no redundancy as a result of this restructuring.

4 Hours and Rostering

4.1 Employees will be rostered for an average of 35 hours per week.

4.2 455 hours will be rostered over a 13-week period. (This is a basic working time equivalent to a 35 hour week).

4.3 The hours of cover will be determined by local management, following consultation with the Staff Representatives concerned. Rosters will continue to be the subject of negotiation with local representatives and in the event of disagreement will be dealt with in accordance with Stage 2 of The Machinery. In the event that this fails to resolve a dispute, then the matter will be referred to the Full Time Divisional Officer/ERM.

4.4 Agreed rosters will be published in advance with a minimum of 4 weeks notice before the commencement of a 13-week cycle.

4.5 A maximum number of 5 shifts can be rostered within the 7-day week.

4.6 The maximum rostered or voluntary turn length will be 12 hours with a minimum rostered turn length of 7 hours. Minimum turn length could be reduced to 6 hours by local agreement.

4.7 By local agreement the maximum number of hours that can be rostered in one week will not exceed 46 hours. For continuous cover staff such as S&T Fault Teams this can be increased by local agreement. The minimum number of hours that can be rostered in a week is zero. The average number of rostered hours over the 13-week cycle will always be 35.

4.8 The rostered week is a calendar week commencing 18.00 hours Friday and finishing 17.59 the following Friday. The principal reason for this starting time is to allow timesheets to be processed and to avoid confusion over the definition of weekend shifts if the week started say at 00.01 Sunday. (See section 11 for overtime and enhancement rates)

4.9 The minimum rest interval between turns will be 12 hours.

An employee who as a result of working a voluntary or emergency turn cannot, after taking 12 hours rest, complete 50% of their next rostered shift will be guaranteed payment for the rostered shift in question.

When a rostered turn is curtailed in order to allow 12 hours rest to enable an alternative shift to be undertaken, payment for the curtailed rostered shift will be made.

4.10 Where employees are rostered a day free from duty, there will be a minimum of 32 hours between the rostered booking off and on times.

Where employees are rostered free from duty for two days, there will be a minimum interval of 56 hours between the rostered booking off and on times. This may be reduced by local agreement. In addition it is accepted that 48 hours is the minimum that will apply in continuous rostering situations. In this case, as a result of taking a two day break of 48 hours, more than two consecutive days free from duty are
subsequently built into the roster pattern.

4.11 A minimum of 48 hours notice will be given by the employer of an intention to alter a rostered turn of duty (except under exceptional circumstances). This does not permit the changing of rosters without going through the negotiating procedure.

The provisions of this paragraph do not permit the changing of “days free from duty” without the agreement of the individual concerned.

Employees wishing to change a rostered turn, including the taking of leave, will be expected to give a minimum of 48 hours notice (except in exceptional personal circumstances).

4.12 There will be a minimum of 5 complete weekends rostered free from duty in the 13-week cycle. This does not preclude employees from volunteering for overtime during those weekends. A weekend is defined as 1800 Friday until 0759 Monday.

4.13 During the 8 weeks in the 13-week cycle that an employee is available for weekend work, no more than 10 weekend shifts can be rostered.

The number of weekend shifts which can be rostered in respect of continuous cover staff such as S&T Fault Teams will be no more than 12.

The arrangements for the rostering of the weekend shifts are to be kept flexible in order to meet the variety of working requirements within the Jarvis Group.

4.14 Midweek night shifts can be rostered for a maximum of 1 week in 3(average).

Midweek nights are defined as shifts which fall between 2000-0759 Monday to Friday (am). No more than 4 consecutive weeks of nights can be rostered at any time and would be followed by 4 weeks of days.

However, where working requirements necessitate more frequent night working this will be agreed by seeking volunteers and by incorporation into the requirement of the posts in question. Any positions which currently incorporate a more frequent night shift requirement continue on that basis.

4.15 Work will be carried out at nights and weekends only when this is the most cost effective time to do the work. Friday night working will be rostered to a maximum of 2 in a 13 week period. For continuous cover staff such as S&T Fault Teams the arrangements for Friday night working are controlled within the limits of the number of weekend turns that can be rostered within the 13 week period.

4.16 The need to ensure cover requirements when operations are disrupted may require continuous cover staff such as S&T Fault Teams to work up to two hours at the end of a shift or turn, but this requirement will be subject to a maximum of four hours per week. Hours worked under these circumstances will be in addition to the rostered turn and will be paid at basic rate plus any appropriate enhancement in accordance with paragraph 11.2 (with a minimum of 2 hours).

4.17 Compassionate consideration will be given to acknowledging individuals’ exceptional personal circumstances when rosters are being developed. If an individual feels that he/she is being treated unfairly he/she will be able to appeal to the monitoring group.

4.18 Paid travelling time between depot or agreed altered booking-on point and worksite will be provided for in the agreed roster.

4.19 For continuous cover staff such as S&T Fault Teams any necessary relief cover can be provided by incorporating this within the establishment or by rostering arrangements.

Where no separate relief is incorporated the relief element must be identified in the roster.

Further details of how rostering arrangements will be applied will be shown in Question and Answer form in Appendix B.

5 Payment of Salary

Payment of salaries will be made on a 4-weekly basis by credit transfer to a bank or building society (within the BACS system).

The 4-weekly payment will include
¨ 140 hours basic pay (ie 4 x 35 hours)
¨ enhancements for weeknights and weekends worked
¨ payment for additional overtime worked (including any
enhancements applicable)

Weekly pay slips will be provided.

Those employees who are currently on weekly bank transfer will be permitted to retain their existing arrangements.

6 Contingency Cover and Higher Grade Duty

6.1 Additional Cover Requirement -S&T and Supervisory Grades.

Whilst normal rostering arrangements will provide adequate cover for most normal operational situations, there will remain a need to provide emergency cover outside of the rostering arrangements.

Such cover has traditionally been provided through contingency cover arrangements which will continue as a necessary feature of this agreement.

The contingency cover arrangements will be determined by the local manager and consulted locally with staff representatives. The intention will be to minimise the number of employees involved. The policy will be to ensure that contingency cover does not arise on days free from Jarvis Rail activity. This cannot however be guaranteed as compliance with the policy cannot be achieved where, for example, the rostering arrangements provide for all employees of a group to be rostered free
from duty at the same time.

In situations where cover is required to maintain services and employees are committed to attend outside their normal rostered hours, a payment for each occasion on which an employee is on contingency cover will be based on 1/7 of 25% of the basic weekly rate of pay. An occasion is deemed to be any continuous period of time not exceeding 24 hours. Hours worked will be paid at the basic rate plus appropriate
shift premiums and will be in addition to the rostered hours.

Reimbursement of telephone rental and calls made on Company business will be made.

Where the job specification includes this arrangement, this will be indicated in the advertisement for the post.

A minimum payment of two hours plus the appropriate enhancement in accordance with paragraph 11.2 will apply to any emergency call requiring attendance.

6.2 Higher Grade Duty

If, on any day, an employee works for 2 hours or more of their turn in a higher grade, payment of the appropriate higher grade for the full turn will be made.

Where the post in question has a salary range, the higher grade rate will be the minimum of the range of the post being covered or 5%, whichever is the greater.

After completion of three months continuous higher grade duty an employee will be eligible for payment of holiday and sickness pay at the higher rate.

7 Allowances

The following allowances will be paid:

London, South East Allowances and Skills Retention Payments, Shift Enhancements

Employees currently in receipt of meal allowance will have this replaced by a meal protection payment. Employees currently in receipt of a meal protection payment will retain that payment.

8 Expenses

Authorised expenses reasonably incurred in the conduct of the company’s business will be reimbursed and should be supported by a VAT receipt where available.

9 Subsistence

A subsistence payment is made to those staff who have volunteered to work away from their home and work location and where it is not practical for the individual to commute to the site of work.

The Inland Revenue definition is that to qualify for the payment to be nontaxable it must be ‘actually and necessarily incurred’ expenditure and that it be auditable.

Agreement has been reached with the Inland Revenue for a non-taxable payment up to a maximum of £45 per night. If this amount is exceeded receipts will be required for the whole amount. Any portion not receipted will be treated as taxable.

In general terms the subsistence payment of £45 per night is payable to those working in the London area and £40 per night to those working out of the London area.

Local arrangements currently in place will continue.

10 Meal Breaks

10.1 Times for meal breaks will be agreed locally.

10.2 Where the agreed roster does not provide for a meal break then paid breaks will be provided in line with legislation, and suitable facilities will be provided in line with HSE standards regarding welfare facilities.

10.3 Where the agreed roster includes a meal break, this will be unpaid.

Suitable welfare facilities will be provided in line with HSE standards.

11 Overtime and Enhancements

11.1 Enhancements are to be paid and will reflect the unsociability of the hours worked and payment will be made for hours worked as follows:-

11.2 Day shift 06.00 – 19.59 Monday to Thursday Basic
.....Day Shift 06.00 – 17.59 Friday Basic
.....Night Shift 20.00 – 07.59 Monday – Friday (am) + 25%
.....Weekend 18.00 Friday – 07.59 Monday + 50%
.....Bank Holiday* + 50%

* Bank Holiday shift enhancement will apply to the designated Bank Holiday shift. Employees will be entitled to a day’s annual leave for every bank holiday worked which when taken will be paid in accordance with the arrangements set out in paragraph 12.1.7.

Christmas Day, Boxing Day and New Year’s Day will attract an additional enhancement to be negotiated by the Pay & Benefits Forum.

11.3 Overtime

Overtime worked during a night shift period or during a weekend period will be paid at the appropriate enhanced rate at shown above.

Overtime worked during the day shift period as defined above will attract an enhancement of 10% for the overtime hours worked.

12 Leave

12.1 Employees covered by these proposals will be entitled in any one calendar year to 26 days leave (28 days after 10 years service), which should be agreed in advance by their local Manager.

Individuals currently in receipt of a higher entitlement will retain that entitlement on a personal basis which will include any increase due after completion of ten years service. Any employee who has a total current annual leave and bank holiday entitlement in excess of these arrangements will retain this on a personal basis.

12.1.2 Employees will be entitled to 14 days consecutively free from duty during the recognised summer period (1 May – 30 September). For rostering purposes this equates to 10 annual leave days.

12.1.3 In total a minimum of 15 days leave (3 x 5 days) must be taken as full weeks. All other leave will be on a per turn basis (i.e. a day for a day).

Existing S&T employees retain their current leave arrangements.

12.1.4 It is Company policy for employees to take their full leave entitlement in the relevant year. Should exceptional circumstances prevent any employee from taking their full annual leave entitlement in the calendar year, subject to approval by the Local Manager, the leave outstanding may be carried over into the next calendar year on the strict understanding that it is cleared by 31 March of that year.

It is also Company policy to permit, in certain circumstances, annual leave to be rolled over from one year to another to permit an extended visit abroad.

12.1.5 New entrants will be entitled to leave after one month’s service in accordance with the first column of the matrix below.

12.1.6 Those employees with at least 12 months’ service who resign will be entitled to annual leave based on a calculation graduated on a monthly basis using the second/third column of the matrix below.

............New Entrants.......Leavers............Leavers
..............................12 months-.........>10 years
............................10 years service......service
Service....Number of Days....Number of Days....Number of Days
..................Equivalent........equivalent........equivalent
After 1 month.....2....................2.................2
......2 months.....4....................4.................4
......3 months.....6....................6.................7
......4 months.....8....................8.................9
......5 months....10...................10................11
......6 months....13...................13................14
......7 months....15...................15................16
......8 months....17...................17................18
......9 months....19...................19................21
.....10 months....21...................21................23
.....11 months....24...................24................25
.....12 months....26...................26................28

12.1.7 An annual leave premium will be paid during periods of annual leave. This will be based on 40% of the difference between the previous year's annual basic salary and previous year's total earnings recalculated on a pro rata basis to form a daily annual leave premium.

12.1.8 Year of Retirement

Employees retiring from the service on reaching 60 or more years of age will receive their full annual leave entitlement for that year. If the period between 1 January and the retirement date does not permit all of the leave to be taken before retirement, payment will be made in respect of outstanding days.

12.1.9 Ill Health Retirement

Employees leaving the service under the ill health arrangements will receive their full annual leave entitlement for that year. If the period between 1 January and the retirement date does not permit all of the leave to be taken before retirement, payment will be made in respect of outstanding days.

12.2 Bank and Public Holidays

12.2.1 The bank and public holidays recognised under these proposals
are as follows:-

..England........and...........Wales Scotland
¨ New Year’s Day...............¨ New Year’s Day
¨ Good Friday..................¨ 2nd January
¨ Easter Monday................¨ Easter Monday
¨ May Day......................¨ May Day
¨ Spring Bank Holiday Monday...¨ Trades Holiday
¨ Late Summer Bank Holiday.....¨ Late September
Monday.......................¨ Christmas Day
¨ Christmas Day................¨ Boxing Day
¨ Boxing Day

12.2.2 Bank and Public Holidays are days during which maintenance
and renewals work will still have to be programmed and
undertaken and it is necessary for these requirements to be
recognised.

The company policy will be to seek volunteers to cover bank
holiday working. If there are insufficient volunteers the
company reserves the right to roster employees with the
exception of Christmas Day, Boxing Day and New Year’s Day.

12.2.3 Where a person is rostered a day free from duty on a Bank
Holiday they will be granted a day's leave in lieu which when
taken will be paid in accordance with the arrangements set out
in paragraph 12.1.7.

12.2.4 Employees who work a Bank Holiday whether on a rostered
shift or a voluntary shift will be entitled to a days leave, which
when taken will be paid in accordance with the arrangement set
out in paragraph 12.1.7.

12.3 Special Leave

Details shown in Appendix A

13 Sick Pay Arrangements

The sick pay arrangements are not changed by this agreement.

14 PT & R

All the current PTR&R arrangements will remain in force.

15 Pensions

Actuarial and Pensions Management advice has been sought on the matter of
pensionable pay.

It is proposed that each employee's current pensionable pay (basic pay which is
pensionable) will continue to be pensionable for all service.

In addition, a Pensionable Restructuring Premium will be introduced which will
be pensionable for future service only and will apply from the date of
implementation of this agreement.

The pensionable restructuring premium will be the difference between the
current basic rate of pay and the rates of pay tabled in the restructuring
proposal dated 12 October 1998.

The level of the pensionable restructuring premium will be the subject of
further review when the results of the current pension scheme evaluations are
completed.

16 Long Service and Retirement Awards

The following recognition will apply in respect of the above:
10 years’ service = vouchers equating to the value of £150
25 years’ service = vouchers equating to the value of £250
35 years’ service = vouchers equating to the value of £400

An additional award for retirement will be made to employees retiring who are
over 50 years of age and have completed at least 10 years service. The value
will be the same as for long service.

Employees retiring under the ill-health arrangements will receive a similar
award as long as they have completed at least 10 years service.

17 General

In order to assist with the interpretation of this document, a “Rostering
Guidelines and Points of Interpretation” document is attached in Appendix B.
Existing agreements that are not affected or re-negotiated as part of this
restructuring will continue to apply.

Appendix A

Special Leave Arrangements

1 Leave of Absence to Attend Funerals of Near Relatives

Leave with pay, normally not exceeding one day will be granted to employees
to enable them to attend the funeral of a wife or husband, child, father, mother,
stepfather, stepmother, brother, sister, stepbrother, stepsister, mother-in-law
and father-in-law, grandfathers or grandmothers.

This clause will also apply to common law, including same sex partners and
any child for whom the employee has guardianship.

When the employee is the sole member of the family responsible for making all
the arrangements in connection with the funeral, a total of five days leave will
be granted.

2 Domestic Leave with Pay

Subject to the local Manager being made aware as to the merits of the case,
employees unable to take up their rostered turn of duty as a result of a
catastrophe at home, such as fire, flooding, burglary, etc., or because of other
exceptional domestic circumstances, will be granted a day’s leave with pay at
standard rate.

3 Special Leave for Household Removals

Subject to the local Manager being satisfied as to the merits of the case, and
exigencies of the service permitting, employees who are householders or
become first time householders will be granted one day’s leave of absence, at
standard rate, for the purpose of removing their household effects.

4 Day’s Leave with Pay on Day of Marriage

A day’s leave with pay will be granted to an employee on the day of his/her
marriage, when the wedding takes place on a day constituting part of the
individual’s normal rostered guaranteed week, and upon which the individual
would have been rostered to work.

An individual whose day of marriage coincided with a day free from duty
would not qualify.

5a Maternity Leave (6 April 2003)

Maternity Leave will be granted in line with legislation.
Maternity Leave and pay are as follows:-
26 weeks ordinary Maternity Leave (no service qualification)
26 weeks additional Maternity Leave (if 26 weeks service 15 weeks before
EWC)
Weeks 1-6 full basic pay
Weeks 7-26 £100 per week (26 weeks pay if 26 weeks service 15 weeks before
EWC)

5b Adoption Leave (6 April 2003)

Adoption Leave will be granted, the criteria as prescribed in legislation.

Adoption Leave and pay are as follows:-

26 weeks ordinary Adoption Leave (no service qualification)
26 weeks additional Adoption Leave (if 26 weeks service at date of
placement)
Weeks 1-6 full basic pay
Weeks 7-26 £100 per week (26 weeks pay if 26 weeks service at date of
placement)

6 Paternity Leave (6 April 2003)

Paternity Leave will be granted in line with legislation.
Paternity Leave and pay are as follows:-
Up to 2 weeks paid Paternity Leave
3 days full basic pay
7 days £100 per week or 90% weekly earnings whichever is the lower

7 Leave when Attending Hospital or Dentist

Employees required to attend hospital or dentist for treatment or consultation
to be granted leave at the standard rate of pay in respect of the time absent on
the understanding that time off duty for this purpose would be kept to an
absolute minimum. Sympathetic consideration will be given in cases where
employees have made arrangements for a dental appointment outside a turn of
duty which subsequently, Management required to be changed to a time which
would prevent the appointment being kept. Reasonable costs incurred due to
postponement in such cases will be reimbursed if accompanied by receipts.

8 School Governors

Up to five days unpaid leave per annum will be granted to employees serving
as School Governors for the performance of the duties associated with that
office.

9 Blood and Plasma Donors

It is the practice to grant leave with pay to employees who enrol as blood or
plasma donors if the transfusion is direct to the patient on the understanding
that time off duty for this purpose would be kept to an absolute minimum. If
the transfusion is for storage purposes the donor is expected to attend outside
working hours, but where this cannot be arranged, leave with pay may be
granted.

Note: The donation of blood/plasma is a personal voluntary gesture on the
part of the individual and generally employees who wish to donate
blood/plasma do so in their own time at the donation session organised by the
appropriate transfusion service, hence the question of time off duty does not
normally arise. However, where the Company collaborates with the Blood
Transfusion Service by arranging donation sessions at certain locations,
employees who wish to attend can be released, will continue to be allowed
reasonable time off work with pay for as long as they are required by the
transfusion team, which is usually about half an hour.

Additionally, arrangements will be made for any requests received from
employees for leave with pay for the purpose of donating blood/plasma in
special and exceptional circumstances, e.g., donations on request direct to a
patient or a hospital, to be dealt with in future according to their individual
merits.

10 First Aid

The current annual leave arrangements in respect of qualified first aiders will
continue.

11 Leave of Absence to be Granted to Employees Undertaking Civic or
Public Duties

The following arrangements apply:-

(i) Employees Holding the Office of Lord Mayor, Lord Provost,
Mayor or Provost, and Chairman of County Council

Employees elected to the Office of Lord Mayor, Lord Provost, Mayor or
Provost or Chairman of a County Council may be given leave of absence as
necessary to enable them to fulfil their civic duties and during such absence the
Company will pay them their standard pay less the amount payable to them in
respect of the performance by them of approved duties under Part VI of the
Local Government Act, 1948.

(ii) Employees Serving as Members of Local Authorities or Certain
Other Public Bodies (Other than Occupants of Offices Mentioned
in (i) above)

Leave without pay may be allowed, as necessary, up to a maximum of 40 days
per annum, to employees serving as members of Local Authorities or other
public bodies (other than occupants of offices mentioned in (i) above).
Employees to the office of ‘town’ mayor may be allowed, as necessary, leave
without pay up to a maximum of 40 days per annum. Some latitude may,
however, be exercised in giving consideration to individual cases and a limited
amount of additional leave may be granted where it is essential for the proper
performance of the duties of office, provided the leave can be granted without
interference with the conduct of the Company’s business.

Members of Local Authorities and of other bodies specified in the Local
Government Act, 1948 are entitled to such payment out of public funds as is
provided by Part VI of the Act.

(iii) Employees Proposed by the Company or Other Body, and
Appointed to Serve on Statutory Tribunals or Statutory
Committees (e.g. Appeal Tribunals, Local Employment or Re-
Instatement Committees)

Leave with standard pay may be granted as necessary to employees proposed
by the Company to serve on Statutory Tribunals or Statutory Committees such
as Appeal Tribunals, Local Employment or Re-Instatement Committees. Any
fees received in respect of duties performed up to the amount of standard pay
granted during absence to be paid into the General Revenue of the Company.
Leave without pay may be allowed as necessary to employees nominated by an
outside body to serve on Statutory Tribunals or Statutory Committees such as
those mentioned above.

(iv) Employees Appointed as Magistrates

Up to 18 days leave with standard pay per annum may be granted to employees
for performance of magisterial duties.

(v) Employees Serving as Jurors

Leave with standard pay will be granted to employees attending for service as
jurors.

It is agreed that in those cases where employees have made application to court
officials for release form Jury Service on a day free from duty and this has not
been conceded, the employees may be allowed an alternative day(s) off at the
earliest opportunity, subject to their certifying that their application for release
from Jury Service had been declined. When a week’s Jury Service from
Monday to Friday inclusive prevents employees from taking their scheduled no
duty day(s) due to an involvement with a prolonged case or the court official’s
non co-operation, then a no duty day in lieu will be granted on the Saturday or
Sunday.

(vi) Employees Attending Judicial Proceedings including Coroner’s
Court other than as Jurors

Leave without pay will be granted to employees attending Court on subpoena
or witness summons required by the Court to attend in any capacity. Any pay
lost in this way should, if possible be recovered from the party requiring the
attendance, or from the Court where witnesses are paid out of public funds.
Leave without pay will be granted to employees attending as a Plaintiff,
Defendant, Petitioner or Respondent or in any similar capacity.

Standard pay will be payable to employees instructed to attend judicial
proceedings as witnesses, or in any other capacity for the Company. Any sums
recovered in respect of the witnesses’ attendance (other than for subsistence)
must be paid into the general revenue of the Company.

(vii) Rearrangement of Turns of Duty

Where turns of duty can be rearranged to enable employees to undertake public
duties in their own time instead of granting leave of absence, either with or
without pay, this should be done.

(viii) General

All such leave to be subject to the exigencies of the service, except that
employees receiving a subpoena or direction from a Court to attend
proceedings must be allowed the necessary leave. ‘Standard pay’ means the
normal 37-hour salary rate only.

12 O.H.M.S.

Territorial Army and other Voluntary forces of the Crown - Leave to
attend Annual Camp, or Associated Training Courses.

Two week’s leave for attending camp may be granted annually to employees
joining the Territorial Army and other voluntary forces of the Crown, and
whilst at Camp, pay will be made up to the standard Civil pay for two weeks.
Where annual leave is taken to coincide with the annual period of camp, the
make up of pay will be in addition to normal annual leave pay. No distinction
in the granting of leave will be made between married and single men.

13 Call up of Reservist of the Armed Forces

(i) Employees called up for emergency service as Reservists of the Armed
Forces will be treated as absent from duty with leave and, on their
return, subject to being physically and otherwise fit will be re-instated in
positions as nearly as possible similar to those vacated by them.

(ii) Civil pay will cease on the day on which work with the Company
ceases.

(iii) Reservists who are members of the permanent staff and whose civil pay
exceeds their Service emoluments will be eligible for make-up of civil
pay on the basis shown in Clause (iv).

(iv) The Civil pay will be the standard rate of pay of the post to which the
employee has been appointed at the date of call-up and will include
London Allowance, where applicable, and also any allowances which
rank as part of basic pay.

An employee will be entitled to the benefit of any increments which
may become due on the salary scale of the appointed post while serving
with the Forces.

The total service pay and all service allowances will be taken into
account in calculating make-up of civil pay.

(v) Any increase in service pay or allowances will necessitate a
corresponding reduction of any balance of civil pay.

It will be the responsibility of the employees serving with the Forces to
supply full information every three months, where possible, concerning
their service pay and allowances to the appropriate Officer of the
Company. Forms will be available on which such information should be
submitted. The form should be certified by the appropriate Pay Officer
in the Forces.

(vi) The contributions of employees in respect of pensions or similar funds
will be deducted from any balance of civil pay, and similar
arrangements will be made in respect of other authorised deductions.

Where contributions are based on the rate of pay, advances of salary or
wage which become due will be credited to the individuals concerned
for the purpose of determining the amount of the contributions.

In cases in which any balance of civil pay is not sufficient to meet
pension or other charges, it will be necessary for the employees
concerned to make arrangements for the payment of the amounts due.

(vii) The current arrangements as to the issue of free or privilege travel
tickets will be applicable to employees called-up while serving with the
Forces.

Free and privilege travel tickets will not be granted in cases where
employees are able to recover their fare from the Government, either by
warrant or otherwise.

Where the employees themselves are unable to apply, free travel tickets
may be issued upon direct application by their spouses.

Where employees take their annual leave to coincide with their annual
period of camp, they shall receive up to two weeks payment of balance
of civil pay, in addition to their normal annual leave pay.

Where employees take special leave with pay for the purpose of
attending camp, such paid leave will also attract the appropriate annual
leave premium.

Appendix B

Rostering Guide Lines And Points Of Interpretation

Introduction

The rosters will contain details of shift lengths, rest periods and hours that can be
negotiated in a 13 week period. This paper summarises these “rules” but also is a guide to what rostering will mean to employees, particularly the opportunity for more leisure time or to volunteer for overtime work.

The “Rules”

· a maximum of 455 hours can be rostered in the 13 week period i.e. an average of
35 hours a week.

· a maximum number of 5 shifts can be rostered in any one week.

· the maximum rostered turn length is 12 hours and the minimum is 7 hours.

However by local agreement the minimum can be reduced to 6 hours.

· the maximum number of hours that can be rostered in one week is 46 hours and the
minimum zero hours.

For continuous cover staff such as S&T Fault Teams this can be increased by local agreement.

· the minimum rest period between turns will be 12 hours.

· where employees are rostered a day free from duty, there will be a minimum of 32
hours between the rostered booking off and on times.

· where employees are rostered free from duty for two days there will be a minimum
interval of 56 hours between the rostered booking off and on times, 48 hours for
continuous cover staff such as S&T Fault Teams.

· a minimum of 48 hours notice will be given of an alteration to a rostered turn of
duty. If less than 48 hours notice is given of a request to change a turn of duty
then the individual will not be financially disadvantaged in the event of loss of
earnings.

· employees wishing to change a rostered turn including leave will be expected to
give a minimum of 48 hours notice except under exceptional personal
circumstances.

· there will be a minimum of 5 complete weekends rostered free from duty in a 13
week cycle.

· employees can volunteer for additional overtime including those weekends when
rostered free from duty.

· midweek nights can be rostered for a maximum of 1 in 3 weeks in the 13 week
period.

· work will only be carried out at nights and weekends when this is the most cost
effective time. Friday nights will only be rostered for essential maintenance (as
now), where possessions are significantly longer than at other times and for major
work to a maximum of 2 in 13 weeks, except for continuous cover staff such as
S&T Fault Teams, they will be limited through the number of weekend shifts
available to be rostered.

· paid travelling time between depot or agreed booking on point and worksite will be
provided for.

· a maximum of 8 weekends is rosterable containing a maximum of 10 weekend
shifts in the 13 week cycle. For continuous cover staff such as S&T Fault Teams
the 10 weekend shifts can be increased to 12.

Points of Interpretation

Q What arrangements will be put in place to ensure staff will be able to get to
work when rostered unsocial hours?
A Local arrangements will continue and be developed to meet future
requirements.

Q What factors would affect type of rosters to be applied?
A Type of work to be undertaken and circumstances in the locations concerned.

Q If an individual is requested by management to change a rostered turn at less
than 48 hours notice, will he be paid the better of either what he should have
worked or what he has worked?
A In such cases employees will not be financially disadvantaged.

Q What is the definition of a weekend turn?
A Any rostered turn which commences after 1800 hours on a Friday, or before
0500 on a Monday will be classed as a weekend turn.

If a rostered turn continues after 2359 Friday it is also classed as a weekend
turn.

However when a Friday turn precedes a weekend free from duty that turn must
be rostered to finish no later than 22.00 hrs.

Q Midweek nights - what is the definition of a midweek night turn?
A A midweek night turn is any turn rostered between 2000 and 0759 Monday to
Friday morning. This issue will be monitored in the light of future European
Legislation (the Working Time Directive).

Q What is the definition of a Friday night turn?
A Any rostered shift which commences between 1800 Friday and 0400 Saturday
morning. This would also class as a weekend shift.

When a rostered shift continues after 2359 this becomes a Friday night turn.

Q If an individual has been asked to stay back to attend a failure therefore giving
a two hour commitment that day will this be two hours off his four hour
commitment for that week?
A Yes

Q What appeal facility would be established to challenge differences of opinion
so far as rosters were concerned?
A The existing consultation and negotiation processes would remain unchanged
so far as individual rosters were concerned, with the added provision of access
to a Joint Monitoring Committee to agree solutions to alleged abrogation of
rostering principles and look at individuals who are being unfairly treated.

Q How would this appeal facility be accessed?
A Through the Monitoring Group. The list of members will be published and
issued to depots with telephone numbers to contact these people.

Q Where and when will travelling time be agreed?
A This will be subject to local agreement.

Q Would existing provision relating to the cancellation of overtime shifts be
continued?
A Yes.

Q Would staff “on call” under the contingency arrangements over a Bank
Holiday qualify for a days annual leave credit?
A Yes.

Q Certain Workshop Supervisory grades currently provide contingency cover (on
call) 1 week in five. The actual contingency cover arrangements do not
exclude continuous cover requirements.
A The need for contingency cover (On-call) will be determined locally. The
maximum on-call commitment is 1 in 2.

Q Can we be supplied with the details and discuss the meal protection payment?
A Yes.

Q When by agreement individuals are working away from home depot, in
lodgings, does the accommodation become the booking on and off point?
A When working away from home depot, and in lodgings, the appropriate
booking on and off point is agreed locally.

Q Can any rostered day be an annual leave day?
A Yes.

Q Is it still the intention to move the annual leave year from the calendar year to
the financial year?
A No. the leave period will remain January to December.

Q Long service awards. Will a member of staff with 35 years or more service
be entitled to the 35 years service award?
A Yes.

Q How will relief staff re-rostered to an alternative shift which excludes them
from working their next rostered shift be paid?
A They will receive enhancement appropriate to the re-rostered shift and
payment for the shift they are not able to work.

Q What is the paid meal break allowed in an 8 hour shift and a 12 hour shift?
A 20 minutes between the 3rd and 5th hour for an 8 hour shift, and 20 minutes
between the 7th and 9th hours on extended shifts.

Q Is there any minimum rest period between turns?
A Yes, this is covered in the agreement. The minimum rest period between turns
is 12 hours.

Q The agreement states that the level of pensionable pay will be the subject of
further review. When will this be?
A The Pension Schemes are currently being reviewed by the Actuary. The results
of the reviews are expected in the Autumn of 1999. The results will then be
considered by the Pensions Committees at that time.

Q Does the requirement to work up to 2 hours at the end of the shift apply after a
12 hour shift has been worked?
A No - except in exceptional circumstances in accordance with Clause 78 of the
Safety Critical Work Regulations.

Q Will Management continue to monitor in accordance with Hidden guidelines?
A Yes

Joint Monitoring Group 13.7.1999

Q Can the 32 hours and 56 hours minimum rest periods between booking off and
booking on times for employees rostered free from duty be reduced by local
agreement?
A Yes, in accordance with paragraph 4.10

Agreed guidelines and clarifications to assist application 26.8.1999

Page 11 Section 4.3

a) The hours of cover will be determined by management following consultation with the staff represntatives. At which time the planned workload would be shared with the
Staff Representatives.

b) The rostering of staff to meet the hours of cover will be the subject of negoiation with the staff representatives to reach agreement.

c) Agreed rosters must be signed by management and staff representatives.

d) In the event of disagreement, staff will provide an alternative cost effective roster which meets the workload requirements.

e) If the alternative rosters are rejected as not meeting the required criteria, the
disagreement should be referred to the Divisional Council (Joint Monitoring Group) in
good time to allow resolutionbefore the roster commences.

No such structure exists at Grant, any such instances will need to be referred to the
local staff representatives who are members of the Ad-hoc company council. As these
will likely be fully aware of any such disagreement, progression to the next level will be rapid.

f) If this fails to resolve the dispute, the matter to be then referred to the Full-time Trade Union Official for discussion with the Personel Manager.

g) If no agreement is reached then the roster may have to be implemented.

h) Courses should be identified and booked before the roster is prepared.

i) Planned route learning should be included in the roster.

Page 11 Section 4.4

a) Copy of the agreed roster should be given to each individual.

Page 11 Section 4.6

a) The maximum voluntary or rostered turn length is 12 hours.

b) There is no minimum voluntary overtime shift turn length, or minimum payment.

However, a planned overtime turn would not be less than 7 hours.

c) The minimum payment of 2 hours plus appropriate enhancements will only be paid for
continuous cover staff ( Section 4.16), machine operators (Page 9), and the staff
covered by Section 6.1.

d) If there is a high probability that overtime will be worked on a particular shift, then an assessment shouldbe made such that the minimum 12 hours rest can still be taken before the start of the next rostered shift. The roster should be planned accordingly. It must be remembered that 12 hours rest must be taken between turns of duty.

Page 12 Section 4.10

a) Minimum 32 and 56 hours rest periods can be reduced by local agreement.

b) Continuous rostering - where 24 hour cover is provided, 7 days a week, 52 weeks a
year. Individuals must be notified that they are on continuous rostering.

Page 12 Section 4.11

The difference between a change to a rostered turn, and a change to a roster:

a) Changes to a rostered turn - keeps the shift length the same as the original roster turn length, but changes the start/finish time - having no effect on the rest of the weeks roster.

b) Changes to a roster - changes the shift length and the start/finish time - having an impact on the rest of the shifts in that and, possibly, subsequent weeks.

c) Days free from duty can only be changed by odtaining the agreement of the individual.

d) A change to a rostered turn of duty can be made so long as at least 48 hours notice is given. The aim must be to give the maximum notice, preferably prior to the last turn of duty. If this is not possible personal contact must be made with the individual concerned. The employee can only refuse this change if there are exceptional personal circumstances.

e) Changes of published rosters as distinct from a change to a rostered turn of duty need to go through the negoiation procedure.

The negoiation procedure starts by talking with the elected staff representatives.

Pages 12 -13 Section 4.13

a) The arrangements for the rostering of the weekend shifts are to be kept flexible in order to meet the variety of working arrangements within the Jarvis Group. This does not mean that the roster can specify just a weekend shift and its length. It will specify the day and start and finish times. This sentence is to allow multiple weekend shift working during major extended possessions.

Page 13 Section 4.14

a) Any position which currently incorporate a more frequent night shift requirement to be notified to S.Hornby.

S.Hornby is the personel director at Jarvis, his equivalent at Grant being most probaly Mr B.Webster?.

Page 13 Section 4.15

a) Continuous cover staff can work 12 weekend shifts during the 8 weekends when they
are available for duty, not for example 12 Friday nights.

Page 13 Section 4.16

a) This applies only to situations where operations are disrupted and where the overtime has to be worked and cannot be refused by the individual. It applies to continuous cover staff and machine operators only. In these situations a few minutes overtime will trigger the minmum 2 hour payment. See Page 38 Note 4 ref Page 11 Section 4.6. The timesheet must be endorsed accordingly.