Pay research

Latest research out on the subject of staff pay indicated that increasing peoples pay, giving them more money didn't make them happier. It tended to do the opposite and make the unhappier. Here are two takes on it from different perspectives.

AmeyClas Reorganisation 21st June 2010, Proposed changes shown

All the images can be enlarged by clicking upon them, these are the current organisational charts as AmeyColas is today. They show the extent of the changes once the reorganisation has taken place. A colour code system is used and is as follows:

GREEN = Outside the scope of this reorganisation.
BLUE = Mapped, unaffected by the reorganisation.
YELLOW = At risk, posts to be reduced.
RED = Posts do not exist with the new organisation.

AmeyColas Western 1, Project Specific Management.

AmeyColas Western 2, Teamleaders and trackworkers.

AmeyColas Western 3 High Output Swindon.

AmeyColas London North Western/Eastern 1, Organisation.

Two posts are gone at the Bletchley office in the new organisation, and three others are at risk.

AmeyColas London North Western/Eastern 2, Organisation.

AmeyColas London North Western/Eastern 3, Track Staff.

Under the reorganisation AmeyColas want 4 Team leaders and 12 Trackmen under Bletchley depot.

Payrise Update

AMEY PAY NEGOTIATIONS 2010 

We have now had two meetings with the Company to consider the RMT pay claim for 2010.

Key elements of RMT claim:

Ø      Substantial rise in Basic Pay, including allowances. Special attention to the lowest paid.

Ø      All members to have access to a 'Final Salary Pension Scheme'

Ø      Progress on Family Friendly agreements, Travel Facilities, Shorter working week,  London and south East allowances.

First Meeting, February 18:

RMT Presented our Claim. The company informed us of the work situation across AMEY and that they were only in a position to offer 0% on pay but they asked us that we come back with suggested ways of saving money for the company.

Second meeting, March 25:

RMT responded that 0% would not be acceptable to our members and that the RMT claim was for a cost of living increase "without strings". However once we have reached a satisfactory outcome to pay discussions we would then be prepared to enter into meaningful 'Restructuring negotiations' with AMEY with the intention of achieving a mutually acceptable package which we could put to our members.

After much discussion we persuaded the company to make a no strings offer.  The offer is for 0.5% on basic rates of pay but not allowances. AMEY have said they have "no money" to pay any more and that this is their final offer on Pay. They have offered a further meeting on Wednesday 31 March to respond on other aspects of the claim.

RMT Reps made absolutely clear to the company our view that this offer was very poor considering that AMEY had a 'record year in 2009' with their financial results, that the staff had been hard working, flexible and committed and this is why AMEY has been very successful (In fact Award winning !) in winning Rail contracts. A very significant point of principle to the reps was that senior managers have reportedly received attractive performance bonuses but were now declining staff a decent cost of living increase.

RMT will be consulting with our Reps and members about the final position and a report will be sent to the RMT executive following the meeting on 31 March.

RMT Commitment:                                                   

RMT is absolutely dedicated to achieving a fair result for our AMEY members this year.

RMT is willing to be involved in Restructuring Negotiations once we have achieved a fair outcome with pay. We acknowledge that the company have aspirations as do our members. Any outcome of negotiations would go to the RMT Executive and our members will always have the final say in a referendum ballot before any changes.

Ambiguity in the execution of criteria for selection of staff for VR.

Below is a good part of an email sent to a colleague, the email was a response to announcement by AmeyColas that they wanted to shed about 19 staff on the LNW. The chief criteria that I'm aware of is that staff live 90 miles or more from Bletchley depot. But it appears that some who got letters about the redundancies from AmeyColas are inside that distance.

 

So it begs some questions, distance alone doesn't seem to be the sole reason that some have been offered the opportunity to go for voluntary redundancy.

 

-----------------------------------------------------------

 

They really don't have a clue about our T+C's! It's actually comical that they believe it will cost the company money if we choose to stay in accommodation nearer Bletchley depot!

 The fact is at the moment we receive £5 a day subsistence allowance and £18 per day mobility allowance this was a payment Grant rail agreed with the unions to encourage us to travel from home to different sites in a large area often more than eighty miles  or we could receive £23 per day lodging allowance If we choose to lodge nearer a depot(we are site based),simple maths states that this is at no extra cost to AmeyColas.

 As for the "safety implications " of us travelling in excess of 80 miles i would like to state that  that we are willing to travel any where we our asked to go! That includes Mansfield last week and Birmingham next week. All in a days work for me.

It seems to me that are terms and conditions don't suit , not our geographical location.

Just for the record my home address to Bletchley is under 80 miles . I think you get the idea

Ref : Redundancies at AmeyColas

Below is the complete text of a letter sent to me by a colleague, I assume it's the letter that AmeyColas are sending out to affected staff in the current wave of redundancies. From reading it, it gives the impression that AmeyColas have a clear idea of the specific staff they want rid of and are writing only to them to enquire as to their interest in taking voluntary redundancy.

 

Dear

From 2010 our Client is proposing to give us a fixed price for completing our contracts, whereas at the moment our Client underwrites all of our costs, including the costs of directly employing our workforce.  More than ever this will mean that the future of our AmeyColas LNW business is dependent on us managing costs more effectively than our competitors. 

AmeyColas' preference is to maintain a workforce which is directly employed, but to achieve this we must look at solutions to maintain our cost competitiveness, not least to ensure we are able to bid and win new work.

We are writing to all of our 19 LNW track worker employees that live geographically remote from where we perform the majority of our work.  Due to safety limitations on travelling time and the cost of lodging away the company has a concern about the cost viability of continuing to utilise this group of 19 LNW track workers.

Consequently, the company will ask these 19 track workers whether they would be interested in voluntary redundancy (VR).

Therefore the reason for this letter is to ask you whether you would wish to receive a VR quote.  Should you wish to receive a quote please complete and return the slip at the bottom of this letter by 10am on Monday 7^th December 2009:

 

E-mail: Cheryl.smith@ameycolas.co.uk

or

Post: Tracy Fitchett, Amey HR One Gateway, Winchester House, Oxford Science Park, Oxford.  OX4 4GE.

Please be assured that by asking for a quote you will not be obligating yourself in any way to accepting VR.  Please also be aware that the company will retain the right to reject any VR applications.

Should you wish to receive a quote this will be sent to you in the week commencing 7^th December 2009, together with instructions as to what you would need to do next should you wish to accept this quote.

Should you have any questions in the meantime please don't hesitate to discuss these with your line manager or HR representative.

Yours sincerely,

Steve West

Track Director, AmeyColas LNW

By returning this slip I am requesting a voluntary redundancy quote:

Name:________________________________________

Signature:_____________________________________

Employee number:______________________________

Date:_________________________________________

Depot:________________________________________

I would like this quote sent to (please tick one or both):

□ My home address

□ My email address, which is: ______________________________________

Amey LNW update

At a meeting yesterday, some details on events in the immediately future were discussed. Not being present, I have only the barest of details on what was discussed.

High output was agenda item which was discussed at length, with the basics of the T&C's that new starters would be recruited to operate the machines. A lot of work is required in this area.

Apparently Amey are looking for around nineteen redundancies on the LNW at Bletchley, looks like any VR package would be applied equally across the board. But in a compulsory situation I couldnt say, things could well revert to ones T&C's.

A common set of T&C's, rates of pay etc for all staff was a desired objective too.

It was the first meeting I'm aware of on these subjects, and there will be more. Futher details will come with further meetings, at the present it's early days.

Xmas working update!

After some frantic last minute talks upon the subject of Xmas working with Amey management, it looks like there are no significant improvements forthcoming on the matter. Not a great surprise, but you'll never know until you have tried.

One concession, that I can't confirm yet because I have not seen it in black and white, is the apparent removal of the link between the payment of the £350 bonus and the eventual outcome of the job. It correct, it marks a small victory in a otherwise sorry state of affairs.

Amey were clearly unwilling to commit themselves to anything that didn't stand a chance of their being reimbursed by Network Rail for it. Network Rail are again the key factor in the equation, and Amey like all the other companies are not willing to rock the boat and incur their displeasure on the matter.

Network Rail seem clearly to be on a continuing path of getting things done on the cheap, continuing their philosophy of driving costs down at every opportunity. I dont think there is anyone in Network Rail senior management who would even get out of bed for what they are asking our blokes to get out of bed for on Christmas Day.

Xmas working counter proposals

It looks likely that there will be a failure to agree to the proposals from Amey on Xmas working, a number of union reps have some major issues with it, which inevitably calls for counter proposals on the subject.

Below are a set of counter proposals that I have submitted to our lead officer, I know other union reps have chipped in with a number of suggestions and points. What the eventual form of counter proposals that will be submitted to Amey will be is not clear, but it is hoped that there will be some improvement in a number of areas. One is the question in connection with lieu days, another is the strings attached to the bonus payment. So hopefully, that counter proposal will be revealed shortly, and we'll know what Amey's response is to it shortly after that. And then we'll know where we stand.

CHRISTMAS 2009 AND NEW YEAR 2010

WORKING AND PAYMENT ARRANGEMENTS

Please see below the proposed working and payment arrangements for Amey staff working or required to be on 'contingency cover' over the Christmas 2009 and New Year 2010 bank holiday period:

The following outline the working and payment arrangements over the period for those employee who volunteer to work:-

1. CHRISTMAS

· Friday 25th December 2009 - 'Rostered and not required'
· Saturday 26th December 2009 - 'Rostered and not required'
· Monday 1st January 2007 - 'Rostered and not required'
· For turns commencing during the period 17:00 hours on Thursday 24th December 2009 to 05:59 hours on Sunday 27th December 2009 and also where the majority of time worked fall within this period:-
· £350 (taxable) bonus.
· plus appropriate enhancement (double time).
· plus compensation day off in lieu.

CONTINGENCY COVER

· Employees required to be on 'contingency cover' (on-call) between 12:00 hours on Thursday 24th December 2009 to 12:00 hours on Sunday 27th December 2009 to receive a lump sum of £175 for each period of such commitment where the majority of the 'contingency cover' (on-call) falls within this period. If required to work, a minimum of 3 hours payment at the appropriate enhanced rate will be paid. In addition, a compensation day off in lieu is granted after 3.5 hours.
· It should be noted that in the event of being required to attend work and they complete 50% or more of what would be deemed a normal shift, the bonus payment will be £350 and NOT £175.

2. NEW YEAR

· Friday the 1st of January 2010- 'Rostered and not required'
· For turns commencing during the period 17:00 hours on Thursday the 31st of December 2009 and 05:59 on Saturday the 2nd of January 2010 and also where the majority of time worked falls within this period:-
· £350 (taxable) bonus.
· plus appropriate enhancement (double time).
· plus compensation day off in lieu.

CONTINGENCY COVER

· Employees required to be on 'contingency cover, (on-call) between 12:00 hours on Thursday the 31st of December 2009 to 12:00 hours on Saturday 1st December 2010 to receive a lump sum of £175 for each period of such commitment where the majority of the 'contingency cover' (on-call) falls within this period. If required to work, a minimum of 3 hours payment at the appropriate enhanced rate will be paid. In addition, a compensation day off in lieu is granted after 3.5 hours.
· It should be noted that in the event of being required to attend work and they complete 50% or more of what would be deemed a normal shift, bonus payment payable will be £350 (taxable) bonus and NOT £175.

Future

To facilitate speedy conclusion of negotiations in future situations, it is proposed that the basic points of the above remain pretty much unchanged, with only the bonus payments increasing by whatever percentage was agreed in the annual payrise talks any given year.

Xmas working

Click on image to enlarge.

The above is a letter from Network Rail dated the 6th of October, sent out by Peter Williams, Head of Commercial, Infrastructure Investments at Network Rail. On the subject of Xmas working.

I heard from a colleague who attended the Amey company council on the 21st of October, that Amey had stated that Network Rail hadn't given them any firm details as to what they'd be paying over the Xmas period and so were unable to say what Amey would be offering.

One has to assume someone is telling a porkie somewhere.

Amey Company Council Agenda items for 21/10/2009

Company Council 1230-1600

1) Introductions and apologies

2 Business updates – 15 minutes per business

AmeyColas – Simon Bunn
Inter-Urban Rail – Rob Offord
Consulting – Sean Roberts
Logistics - Graham Cook

3) Company-Union working arrangements

- the scope and content of the collective bargaining agreement
- 3 tier meeting approach
- number of Reps – who attends which meeting

4) Safety council, local safety committees and safety representation

5) Christmas working

6) Terms and conditions review

7)Family friendly policies

8)Outstanding issues from 2009 pay talks

9)Review of AmeyColas working relationship with Unions through recent reorganisation

10) Agree dates for next Rail Councils for next 12 months – All

11) AOB

Anyone with comments on any of these, please post comments here.

Lodging Away?

I have recently become aware of feeler's being put out from management on the subject of lodging away for work, I beleive it is in connection with work that's likely to be taking place shortly in the Wigan area.

Apparently the driving force behind it is Network Rail, and their reluctance to see continue the high levels of non-allocated time. So it appears that Network Rail are turning the screws abit on AmeyColas, and they are exploring possible solutions to the problem, lodging being one.

I know the PSM staff are in the process of a reorganisation at the present time, and that us in the gangs were unaffected. But these signs would seem to indicate that it could soon be otherwise.

It hasn't taken too much thought to reach a decision upon the matter, for myself it is an enphatic "NO THANK YOU!". Now the downside may not be to my liking whatsoever, but then the prospect of being part of what is effectively a gypsy workforce, working anywhere in the country isn't to my liking either.

I started as a depot based worker, and I wish to remain so, I have no interest whatsoever in becoming a mobile worker. If I had then I would have worked for an agency a long time ago.

Lodging away has always been something that is a rarity for us, not the norm. something you did when you had an ES course or a Crane controller's course. As such the frequency has always been extremely low and tolerable.

The frequency that it looks like it is being envisaged would have a dramatic and major impact on my work-life balance, and as such would be an intolerable scenario.

I remember one former colleague who was classed as a mobile worker, said to me that in some eighteen years on the job, the longest period that he had spent in his own bed at any one time during that eighteen years was about three weeks in total.

So for me it's NO! all the way.

BRIEFING TO ALL AMEYCOLAS EMPLOYEES.

BRIEFING TO ALL AMEYCOLAS EMPLOYEES

Members of the RMT and TSSA unions together with employee representatives and senior management from both Amey and Colas have reached agreement on a voluntary severance package (VR) for the current redundancy proposals within the AmeyColas joint venture business.

The objective of undertaking voluntary redundancy applications is to endeavor to avoid compulsory redundancies within the JV business where possible.

Applications for VR will be sought from anyone who is currently working in the AmeyColas Integrated Management Team (PSM) and invitations to apply will be sent to home addresses in the next few days. All applications for VR will be reviewed by management, and management reserves the right to accept or decline any application(s).

The outline terms agreed are as follows:

For those with enhanced redundancy terms set out in your contract of employment, please find attached a copy of the matrix which sets out the basis for the calculation of VR and which has been agreed by both Unions. Where offered, this would be a solitary payment and no further payments would be applicable.

For those not on enhanced redundancy terms as set out in your contract of employment, we have agreed a payment of £1000 per year worked, calculated as per the statutory redundancy ready reckoner and capped at £20k per person. Your notice period would be in addition to this payment.

* Please note that Inland Revenue guidelines for the application of tax and NI for redundancy payments over £30K will apply as appropriate.

Any annual leave accrued but not taken by the employment end date would be paid in the next available payroll after the end date, subject to tax and NI. If the employee has taken more days annual leave than they have accrued by their employment end date, this amount will be deducted from any final payments owed to the employee

In addition to reaching agreement on the VR package outlined above, Collective and territory specific consultations also continued over the past two weeks, & union representatives and senior management reviewed and finalized in detail the proposed 'at risk' roles. As a result of this, it was also possible to firm up a number of roles which have been designated as 'identified' and therefore are no longer at risk.

On Friday 19^th June, a communication was issued by letter to home addresses for all AmeyColas employees, clarifying whether each individual is at risk or identified.

Individuals who are at risk have been offered a 121 meeting this week with a member of the management team and an HR representative. These meetings will be the start of individual consultations.

Finally, anyone who is currently at risk and requires support is encouraged to speak to a line manager, HR representative or union representative. Arrangements have been made for these people to be available more frequently in the depots across the coming days.

Revised matrix roughly 75% of the previous one.

PSM Reorganization

The following information is as accurate as I can make it based on what little is known of the current position as it stands. It compares the voluntary positions as they stand with what could be the possible complusory positions for both staff covered by PT&R and those not.

OPTION 1


This is the proposed matrix, where your age and length of service converge, you'll see a figure. Multiply your basic weekly rate of pay by this figure and subtract
25%.

The resultant figure should be indicative of what you can expect to receive as a voluntary redundancy payment. This matrix is for staff were PT&R is
applicable.

AmeyColas were originally figuring on a level of about 50% of what is shown in this matrix, but have apparently noved on that original position up until a new position of 75%, where they seem likely not to budge from.

Example is for an SM1 step 7, who is 53 years of age, and has 31 years service in. Under this matrix the initial figure is :

$64,640 = 101 weeks standard pay.
Subtract 25%
£48,480 is the final figure.

____________________________________________________

OPTION 2

For redundancy payments where PT&R is applicable. (NUR Redundancy and resettlement arrangements, Conciliation & Salaried staff British
Railways, September 1985)

Option 2 comes in two parts.

Part 1

A = Basic weekly rate of pay multiplied by B = completed number years of service up to a maximum of 25 years. Multiply this by 2.5 which will give you the first part of the redundancy payment for option 1.
........A
....x B
= sub-total
...x 2.5
= total

Example is for an SM1 step 7, who is 53 years of age, and has 31 years service in.

A = £640
B = 25
£16,000
x 2.5
£40,000

PLUS

Part 2

A supplementary payment equal to one weeks standard pay (A) for every completed year of service after 40 years of age (B).

......A
....x B
=

Example is for an SM1 step 7, who is 53 years of age, and has 31 years service in.

A = £640
B = x 13
= £8,320

Add the two totals from part 1 and 2 together, this is the amount you can expect under option 2

Example is for an SM1 step 7, who is 53 years of age, and has 31 years service in.

Part 1 = £40,000
Part 2 = £8,320
Total £48,320

____________________________________________________

OPTION 3

Part 1
Use the statutory matrix below to calculate the number of weeks pay depending on your age and length of service up to a maximum of 20 years. £350 is the current statutory maximum of a weeks pay. The resultant figure forms the first part of your redundancy pay under option 3.

Statutory redundundancy matrix. Click on image to enlarge.

Example is for an SM1 step 7, who is 53 years of age, and has 31 years service in.

£350
x 26
= £9,100

PLUS

Part 2

A supplementary payment of one weeks standard pay (A) for each completed year of service in excess or 15 years (B) or the age of 45 ( C), whichever
is the greater.

A
x B or C
= total

Example is for an SM1 step 7, who is 53 years of age, and has 31 years service in.

A= £640
B = x 16
= £10,240

PLUS

Part 3

An amount equal to 40 per cent of part 1 and part 2

Example is for an SM1 step 7, who is 53 years of age, and has 31 years service in.

40% of part 1 = £3,640
40% of part 2 = £4,096
Combined total = £7,736

Add the three totals from part 1 and 2 and 3 together, this is the amount you can expect under option 3

Example is for an SM1 step 7, who is 53 years of age, and has 31 years service in.

Part 1 = £9,100
Part 2 = £10,240
Part 3 = £7,736
Combined total = £27,076

____________________________________________________

OPTION 4

Option 4 is Voluntary Redundancy for staff not covered by PT&R.

For each year of completed service up to a maximum of 20 years, £1,000 for each year.

Years service / Amount
1 / £1,000
2 / £2,000
3 / £3,000
4 / £4,000
5 / £5,000
6 / £6,000
7 / £7,000
8 / £8,000
9 / £9,000
10 / £10,000
11 / £11,000
12 / £12,000
13 / £13,000
14 / £14,000
15 / £15,000
16 / £16,000
17 / £17,000
18 / £18,000
19 / £19,000
20 / £20,000

___________________________________________________

Option 5

Option 5 is for staff not covered by PT&R in the event of compulsory redundancy.

Use the statutory matrix below to calculate the number of weeks pay depending on your age and length of service up to a maximum of 20 years. £350 is the current statutory maximum of a weeks pay. The resultant figure forms the first part of your redundancy pay under option 5.

Statutory redundundancy matrix. Click on image to enlarge.

Example is for an individual, who is 53 years of age, and has 31 years service in.

£350
x 26
= £9,100

Proposed Matrix

Above is the proposed matrix for voluntary redundancy. Click on image to enlarge it.

Job Losse's at AMEY.

Dear colleague

JOB CUTS – ON TRACK MACHINES & TRACK RENEWALS, AMEY

Further to my letter to you dated 28^th May 2009, I am writing again to provide you with an update on the situation.

Following an approach from Amey management for "meaningful talks" to take place, your union's Executive Committee decided to suspend the industrial action in the form of the overtime ban which had been due to start at 00.01 hours this morning.

These talks will explore ways of avoiding compulsory redundancies and reduce the number of potentially affected employees. While the company has not provided absolute guarantees that all our assurances will be met in this dispute, we can at least get round the table with management in order to resolve our outstanding disagreements.

Let me make it clear that this dispute is not yet resolved as we have extended the legal time limit during which industrial action can be taken by another four weeks. In doing this we have given our negotiators an opportunity to minimise the impact of any job cuts on our members.

I will of course provide you with an update on the discussions when I am in a position to do so and can I thank you for supporting your union's position throughout this dispute.

Yours sincerely

Bob Crow

General Secretary

London and North Western PSM Re-organisation.

Click on images to enlarge them.


Reasoning behind the need for re-organisation.


Reasoning behind the need for re-organisation.


Initially propsed timescales for key events in the consultation and selection process.


Details of posts under threat.

Post vacancies existing and newly created following re-organisation.


Summary.


Organisational chart for the new structure.