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.

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.

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.

Response to Lobbying my MP on Job loses in the Rail Industry.

Below are the pages of a letter that I received from my local MP, Mr Philip Hollobone. It is a reply to a letter that hes sent to the Minister of Transport on my behalf, raising concerns over a number of issues within the rail industry, chief amongst them being a avalanche of job losses for no really good reason other than that Network Rail can please their political master's. I'd like to say thankyou to my Brother for publishing my earlier item, and letting us become an author.
Click to enlarge images.


Page 1 of letter.


Page 2 of letter.


Page 3 of letter.

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.

PSM Reorganisation

Monday, 18 May 09

In accordance with Section 188 of the Trade Union & Labour Relations (Consolidation) Act 1992, it is with regret that you are informed you of proposals to make redundancies within Amey Services Limited of some employees of Amey Services Limited who have been engaged in the AmeyColas joint venture business.

This letter therefore commences the start of our formal consultation process with you, and given the numbers of employees who will potentially be at risk (subject of course to the outcome of the consultation process), the consultation period is set at a minimum of 30 days. We understand that you and the other employee representatives to whom this letter has also been sent will represent the interests of all potentially affected employees who may be at risk of redundancy as a result of these proposals.

The proposals apply to employees of Amey Services Limited who work within AmeyColas, our Track Renewals joint venture business which operates in the Network Rail territories of London North West (LNW) and Western (GW). We believe that these territories form two separate establishments, but for the purposes of consultation we intend to consult regarding the two establishments concurrently.

The reasons for the proposed dismissals.

The business reasons for these proposals are as a direct result of the decision by Network Rail to reduce their workbank volumes by 40% in comparison to those previously supplied. This was to achieve an overall cost saving in the current financial year of 28%.

The total number of employees of any such description employed by the employer at the establishment in question.

Following careful consideration of the impact of this decision to Amey by Network Rail, and the resulting dramatically reduced workbank, it has become apparent that our current employee headcount numbers within the two establishments cannot be sustained.

We propose to put a total of 52 Amey Services employees at risk of redundancy within the Project Specific Management functions (PSM) of AmeyColas, to include 28 within the London North West territory and 24 within the Western territory.

The numbers and descriptions of employees whom it is proposed to dismiss as redundant.

The specific numbers and descriptions of the roles proposed as redundant from each establishment are detailed below.

London North West – total Amey and Colas PSM headcount = 107:

1 Site Manager Bicester

1 Technical Engineer Bicester

1 Construction Manager Bicester

1 Site Supervisor Bicester

1 Site Supervisor Bicester

1 Supervisor Bicester

1 Engineer Smethwick

1 Site Supervisor Smethwick

1 Senior Supervisor Smethwick

1 Supervisor Smethwick

1 Supervisor Smethwick

1 Field Administrator Smethwick

1 Senior Engineer Smethwick

1 Technical Engineer Smethwick

1 Possession Planner Smethwick

1 Resource Co-ordinator Duddeston

1 Supervisor Duddeston

1 Site Supervisor Duddeston

1 Site Supervisor Duddeston

1 SEQ Advisor Duddeston

1 Site Manager Duddeston

1 Labour Co-Ordinator Bletchley

1 OTM Planner Bletchley

1 Safety Advisor Bletchley

1 Lead Engineer Bletchley

1 Assistant Project Manager Bletchley

2 Trainer/ Assessors Lichfield

Western - total Amey and Colas PSM headcount = 139:

- Exeter (where we propose to close the depot)

9 Site Managers

1 Senior Site Manager,

1 Technical Clerk,

1 Team Organiser

1 Area Planner

1 Technical Engineer

1 Area Signalling Engineer

1 Area P-Way Engineer

- Bristol

1 Strategic Resource Planner,

1 Train Planner,

1 Training Co-ordinator,

1 Track Quality Specialist,

1 Purchase Ledger Clerk,

1 Project Engineer

1 Engineering Manager

- Sutton Courtney

1 Engineering Manager.

During the consultation period, we fully intend to consider any and all proposals you may have to avoid / reduce the number of potential redundancies and to mitigate the effect of any potential dismissals. In this regard we would want to explore with you, amongst any other ideas, the possibility of unpaid leave, reduced working hours, redeployment and voluntary redundancy.

The proposed method of selecting employees who may be dismissed.

In the event that consultations are exhausted and redundancies are still required, we would propose to use a competency based interviewing selection process (please see attached). This interview process would evaluate competence against required standards for each role and would be conducted through a consistent, formal interview process using any other supporting evidence also available.

The proposed method of carrying out the dismissals, with due regard to any agreed procedure, including the period over which the dismissals are to take effect and the proposed method of calculating the amount of any redundancy payments

In line with the 30 day consultation period set out above, we anticipate that any potential redundancies would take effect from 19 June 2009. Affected individuals would be paid the appropriate redundancy package, which will vary due to the differences of individual terms and conditions that will be inclusive of all statutory entitlements as applicable.

In light of the above, I would suggest that we urgently convene a formal face to face consultation meeting with you and the other appropriate representatives. I understand you will be available on 27 May. Please therefore confirm to me your availability at your earliest opportunity. I will chair the meeting on behalf of Amey, supported by Lisa Maher,

HR Director, Diversity and Simon Bunn, Business Director Track Renewals. I anticipate that you will want to bring along at least one other appropriate representative with you to any future consultation meetings. Please also confirm to me the name of who may also be attending, as soon as possible.

I would also suggest that we establish from the outset a principle of open communications to our staff / your members where possible. In this regard Amey is keen to brief our staff as soon as possible and we therefore invite discussion as to the content of any such brief as an urgent topic for discussion.

Finally, given the timing of these proposals, we may wish to utilise our planned Rail Company Council meeting on 29 May to continue consultations regarding our proposed redundancies. Perhaps you could let me have your views on this also and dates of future consultation meetings generally.

It is with regret that the company is taking these steps, however, in the current economic climate and based on the workbank reductions within the AmeyColas business it is unfortunately unavoidable.