LOCOMOTIVE JOURNAL
FEBRUARY 1988
THE SHAPE OF THINGS TO COME?
Before the negotiations on the Traincrew Concept are concluded the BRB have thrown a spanner into the works with ill-thought-out proposals on the Machinery of Negotiation.
To pull a stunt like this in the middle of delicate negotiations on Traincrew Concept is utter crass stupidity.
Traincrew Concept is of importance to you all. On pages six and seven of the Journal you will find details of the latest proposals on Train- crew Concept. READ THEM.
Exposed
Just to keep you on your toes, next mo nth's issue will be analysing the proposals on the Machinery of Negotiation. This will include a humorous look. courtesy of a Society member. at the personal letter sent to you by your friendly Area Manager.
The Machinery proposals have a darker side. A danger- ous side. These will be ruth- lessly exposed.
If you are not quite exhausted by now. next month we will be featuring the Society's pay claim, which was put to the BRB only one day before this Journal went to press.
FROM THE GENERAL SECRETARY'S OFFICE
These latest proposals are the result of tens of meetings with the BRB, and a lot of hard negotiating.
We have succeeded in protecting the line of promotion for drivers. There is no longer a "suitability clause". Seniority is protected for all existing Footplate staff. PT and R priorities are protected. There will be no redundancies.
Putting it in a nutshell, the Traincrew Concept has changed from the 1986 proposals. We want all members to read the latest Traincrew Concept proposals carefully. They are of great importance to you.
The Locomotive Journal welcomes letters on the latest proposals.
--------
Set out are British Rail's original and their present set of proposals on Traincrew Rates of Pay. As can be seen there are a number of revisions which have emerged following further negotiations.
These proposed changes were in response to the Society's repeated representations. and as a result. BRB considered options on how they could improve the Rates of Pay of Drivers. bearing in mind that in the Board's opinion. there is little effect on Drivers in terms of increased productivity and/or increased responsibilities as a result of the proposed new arrangements.
In this regard, acceptance is sought that the High Speed Train Manning Agreement be altered in the following way:-
The High Speed Train Manning Agreement be revised to the effect that the current reference to 100 m.p.h. be replaced by 110 m.p.h. This amendment will allow generation of increased revenue through shorter journey times on certain West Coast main line and cross country service where 100 m.p.h. operation is not economic with the current agreement. This means that two drivers will only be needed at speeds in excess of 110 m.p.h. There will be no redundancies.
INCREASE
Should agreement be reaches, the BRB would be prepared to consolidate an amount equal to the Easement of Single Manning payment into the basic rate of pay for drivers. This means an increase of £8.40 per week on the basic rate for all drivers - this is subject to all enhancements.
As a consequence, the D.O.O. payment would be reduced to £6.32 per turn or part turn and the Mileage payment would similarly be decreased by £1.72 per turn.
Management have also offered to eliminate the Driver (Shunt) rate and place those Drivers currently working in that capacity on the full Driver (Train) rate. An immediate increase of £12.80.
Relief Drivers (18 years in the grade or 21 years in Line of Promotion) and Relief Drivers (10 years in the grade or 15 years Line of Promotion or 100 driving turns) have both increased form the original figures of £119.55 and £114.72 to £129.05 and £124.25 respectively.
The current rate of Traction Trainee of £92.20 will be increased to the Trainman (D) rate of £108..90 on passing out giving an immediate increase of £16.70.
EARNINGS
Management have further proposed to buy out the Guards' and Driver's Assistants; Mileage payments and are prepared to make a one off lump sum payment. This will be calculated on the basis of the difference over one year between the present Mileage payment received (calculated as a link average) and the average increased generated in total earnings of the new Traincrew grade in which accommodated, without any decrease in th proposed basic rate.
The proposed increase to the Minder Driver Allowance from £1.50 to £1.70 per turn is offered on the basis that they will be guaranteed their previous link earnings when preforming such duties.
There have been eight main areas of change since 1986:--
(1) The withdrawal of the proposed common line of promotion structure and the introduction of separate but parallel lines of promotion for Sectional Council " B " and Sectional Council "C" staff with a common grade of Trainman/ Trainwoman in each line. Full versatility of duties will apply for these grades.
(2) The withdrawal of the proposal of a direct promotional line to till' grade of Conductor from Sectional Council "A" Clerical Officer Grade I.
(3) The provision that upon the implementation of the "Traincrew Proposals" existing Guards. if found suitable, will be appointed to Conductor posts established at their depot. Also during the transition all existing suitable Guards will be able to indicate a preference to take future promotion to Driver when vacancies arise.
4) The promotional scheme for Drivers will be "all line" instead of Regional. Subject to an individual proving aptitude for Footplate work on entry into the line and passing the appropriate technical and medical examinations. then seniority will be the determining factor for progression through the Footplate Line of Promotion. (No suitability Clause.)
(5) Staff in the line of promotion to Driver would still be restricted to one lateral transfer per grade. although preference transfers (Clause 8(b) or 8(c) moves) registered by staff up to the date of the Board and Trade Unions signing an agreement, would be honoured.
(6) After implementation. Conductor and Senior Conductor vacancies would be advertised on "all line" basis. Selection to these posts would still be on the basis of suitability, performance and examination.
(7) There would be no change to the Variable Rostering arrangements for Drivers. All other traincrew grades would receive the variable rostering arrangements currently applicable to Guards.
( 8 ) In their 1986 Document , Management stipulated that all Traincrews would be subject to a biennial Rules and Regulations Examination. The requirement to take such an examination has now been deleted and in place of same Traincrews will be required to attend a biennial Rules. Regulations and Working Instructions review and update.
MEDICAL STANDARDS PROPOSALS
At the time of going to press, consideration is still being given to the proposals for visual and physical standards, and the Society has proposed the follow ing revisions to British Rail's initial proposals.
COLOUR VISION
British Rail - Normal colour vision will be required as assessed by the Ishihara Plates Test.
Society No exist ing Footplate staff can be failed on the Ishihara Test alone if they can pass the Edridge Green Lantern test.
British Rail have intimated that they will accept our proposals for existing Footplate staff.
SPD
British Rail -- When a signal has been passed at danger the Driver concerned will normally be relieved of responsible dut ies w hen one or more of the follow - ing conditions apply:
5.1 When a Driver is under the influence of drink or drugs or is obviously medically unfit.
5.2 The Driver is shocked by a particular incident.
5.3 The Driver has shown gross negligence.
A Driver will normally be sent for a medical examination when he/she has been removed from responsible duties or disputes the incident of passing a signal at danger.
GENERAL
Society - Any lowering of standards will not be sup- ported by the Society on the grounds of safe railway operation. Protection of earnings must be included in any revised arrangements when attending medicals ie. payments as per L.215.
LOCOMOTIVE JOURNAL
MARCH 1988
THE SHAPE OF THINGS TO COME ?
Before the negotiations on the Traincrew Concept are concluded the BRB have thrown a spanner into the works with ill-thought-out proposals on the Machinery of Negotiation.
To pull a stunt like this in the middle of delicate negotiations on Traincrew Concept is utter crass stupidity.
Traincrew Concept is of importance to you all. The latest proposals on Traincrew Concept see below.
Exposed
Just to keep you on your toes, next month's issue will be analysing the proposals on the Machinery of Negotiation. This will include a humorous look. courtesy of a Society member. at the personal letter sent to you by your friendly Area Manager.
The Machinery proposals have a darker side. A dangerous side. These will be ruthlessly exposed.
If you are not quite exhausted by now. next month we will be featuring the Society's pay claim, which was put to the BRB only one day before this Journal went to press.
TRAIN CREW CONCEPT
These latest proposals are the result of tens of meetings with the BRB, and a lot of hard negotiating. We have succeeded in protecting the line of promotion for drivers. There is no longer a "suitability clause"
Seniority is protected for all existing Footplate staff. PT and R priorities are protected. There will be no redundancies.
Putting it in a nutshell, the Traincrew Concept has changed from the 1986 proposals. We want all members to read the latest Traincrew Concept proposals carefully. They are of great importance to you.
--------
Set out are British Rail's original and their present set of proposals on Traincrew Rates of Pay. As can be seen there are a number of revisions which have emerged following further negotiations.
These proposed changes were in response to the Society's repeated representations. and as a
result. BRB considered options on how they could improve the Rates of Pay of Drivers. bearing in mind that in the Board's opinion. there is little effect on Drivers in terms of increased productivity and/or increased responsibilities as a result of the proposed new arrangements.
In this regard. acceptance is sought that the High Speed Train Manning Agreement be altered in the following way:-
"The high Speed Train Manning Agreement be revised to the effect that current reference to 100 mph be replaced by 110 mph. This amendment will allow generation of increased revenue through shorter journey times on certain West Coast main line and cross country services where 100mph operation is not economic with the current agreement."
This means that two drivers will only be needed at speeds in excess of 110mph. There will be no redundancies.
Increase
Should agreement be reached, the BRB would be prepared to consolidate an amount equal to the Easement of Single Manning payment into the basic rate of pay for all Drivers. This means an increase of £8.40 per week on the basic rate for all drivers - this is subject to all enhancements.
As a consequence, the DOO payment would be reduced to £6.32 per turn or part turn and the Mileage payment would similarly be decreased by £1.72 per turn.
Management have also offered to eliminate the Driver (Shunt) rate and place those Drivers currently working in that capacity on the full Driver (Train) rate. An immediate increase of £12.80.
Relief Drivers ( 18 years in the grade or 21 years lop) and Relief Drivers (I0 years in the grade or 15 years lop or 100 driving turns) have both increased from the original figures of £119.55 and £114.72 to £129.05 and £124.25 respectively.
The current rate of Traction Trainee of £92.20 will be increased to the Trainman (D) rate of £108.90 on passing out giving an immediate increase of £16.70.
Earnings
Management have further proposed to buy out the Guards' and Driver's Assistants' Mileage payments and arc prepared to make a one off lump sum payment. This will be calculated on the basis of the difference over one year between the present Mileage payment received (calculated as a link average) and the average increase generated in total earnings of the new Train Crew grade in which accommodated. without any decrease in the proposed basic rate.
The proposed increase to the Minder Driver Allowance from £1.50 to £1.70 per turn is offered on the basis that they will be guaranteed their previous link earnings when perfor- ming such duties.
WHAT WILL PAY RATES ADD ?
IMPROVEMENT
(A) 50 per. cent enhancement £33.72*
(B) 8 hour Rest Day 87p
(C) 8 hour Sunday Worked £1.29
* Includes £1.06 2.5 per cent IHP
WHAT HAS BEEN CHANGED ?
There have been eight main areas of change since 1986:--
(1) The withdrawal of the proposed common line of promotion structure and the introduction of separate but parallel lines of promotion for Sectional Council "B" and Sectional Council "C" staff with a common grade of Trainman/Trainwoman in each line. Full versatility ot duties will apply for these grades.
(2) The withdrawal of the proposal of a direct promotional line to till' grade of Conductor from Sectional Council "A" Clerical Officer Grade 1.
(3) The provision that upon the implementation of the "Traincrew Proposals" existing Guards. if found suitable, will be appointed to Conductor posts established at their depot. Also during the transition all existing suitable Guards will be able to indicate a preference to take future promotion to Driver when vacancies arise.
(4) The promotional scheme for Drivers will be "all line" instead of Regional. Subject to an individual proving aptitude for Footplate work on entry into the line and passing the appropriate technical and medical examination then seniority will be the determining factor for progression through the Footplate Line of Promotion. (No suitability Clause.)
(5) Staff in the line of promotion to Driver would still be restricted to one lateral transfer
per grade. although preference transfers (Clause 8(b) or 8(c) moves) registered by staff up to the date of the Board and Trade Unions signing an agreement, would be honoured.
(6) After implementation. Conductor and Senior Conductor vacancies would be advertises on "all line " basis. Selection to these posts would still be on the basis of suitability, performance and examination.
(7) There would nee no change to the Variable Rostering arrangements for Drivers. All other train crews grades would receive the variable rostering arrangements currently applicable to Guards.
(8) In their 1986 Document, Management stipulated that all Traincrews would be subject to a biennial Rules and Regulations Examination. The requirement to take such an examination has now been deleted and in place of same Traincrews will be required to attend a biennial Rules. Regulations and Working Instructions review and update.
PROPOSED TRAIN CREW RATES OF PAY
Current
139.20
134.80
108.90
119.55
114.74
108.90
113.10
100.85
99.40
108.90
92.20
1.50
LOCOMOTIVE JOURNAL
APRIL 1988
FAUTS IN MACHINERY
by Driver Keith Norman
Cardiff Canton
Recently the B.R.B. has presented the trade unions with proposals that if implemented in full would change beyond all recognition the present negotiating and consultative procedures applicable to railway staff. This latest parcel of goodwill from the board comes at a time when discussions on the Traincrew Concept have not yet been concluded, and one must wonder why these latest proposals have been presented to the unions at this time.
Are the board blatantly advertising their won ineptitude by producing further changes which have an obvious effect upon the Traincrew Concept? Are they trying to provoke some sort of industrial reaction from the unions. or are they planning to dispense with the services of LDCs and Sectional Councils after those bodies have ironed out the many creases in this saviour of saviours known as the Trainerew Concept?
Problems
Whatever their reasons one thing is for sure. neither the Traincrew Concept nor the proposed changes to the machinery will solve the problems within this industry. Chronic driver shortages will not be overcome by changing the way we deal with our problems. Traincrew Concept will not solve this problem unless it is backed up by a sensible Recruitment/Training policy.
Footplate staff vacancy list No. 1/1988 shows 118 drivers positions and 75 driver's assistants positions unfilled because there were no applicants. Heavy driver retirals in the years ahead will only exacerbate this situation.
Traincrew Concept on its own stands little chance of overcoming the problem. What is needed is a sensible recruitment/training policy now.
The BRB appears to be oblivious to the need for such a policy. preferring to propagate rest day working and overtime in a desperate bid to solve the problem.
Some members of management believe that a sensible recruitment/training policy should be
adopted, but it is only the very brave or the verv foolish who openly voice such· opinions, and we all know what happens to them sooner or later.
Effort
Those who advocate rest day working and longer hours with few breaks from the driving cab environment are very rarely themselves more than an arms length away from a telephone or a pleasant stroll away from a cup of tea or coffee. Rest day and overtime working is seen as the easy option instead of getting down and thrashing out a policy to deal effectively with driver succession.
In recent years South Wales in
common with other parts of the
country has seen a number of
traincrew depot closures. All
se involved in such closures
know only too well the many
problems that have to be faced by
staff and dealt with by their
representatives at both local and
national level.
It is very difficult to visualise at
this stage how the proposed new
machinery would deal with such a
ation. Perhaps there are to be
more trainerew depot closures
reby avoiding the problems?
Society and NUR representa-
tives together with management
e worked together as a team
an effort to improve train
ices in Wales and in South
Wales in particular. Trade union
representatives have used their
influence on many occasions in
discussions with local authorities,
ng to persuade them to
nce improvements.
Serious
The services on the South Wales
valley lines is a good example of
can be achieved and the
have responded favourably.
It is very difficult to see
in future similar oppor-
ties for trade union representatives
and management to make
approach to local authorities
remains under the proposed
machinery.
The changes proposed are
undemocratic, dictatorial, unworkable
and nothing more than an
n invitation to the up and
ing new breed of clean cut,
dynamically dressed macho
managers to set about the work-
e and our conditions in a
1tic bid to cure the industry of
its ills and to create little
pires for themselves.
All employees have a democratly
right to have their claims and
evances dealt with in a manner
it offers them a fair hearing and
the end of the day a just
decision. Does anybody really
believe an area manager will
rse a decision taken by one of
subordinates'?
Many of the day to day prob-
ns that arise are at present
alt with by the staff themselves
ugh their LDCs. These LDCs
virtually like the doctor's
receptionist: only the very serious
problems get through.
I am sure that area managers and their assistant, are very much working forward to having queues staff in their office all demanding that their problems be dealt with as a matter or urgency.
District Officers will be work-
ing eight days a week trying to
persuade staff to return to work
after they have walked off the job
through sheer frustration and
ustice. Many believe that the
,ent consultation procedures
unjust, but at least they allow
staff side to put forward
mnter proposals to those of the management
The proposed machinery would make such actions rare since it would be almost impossible for one representative to formulate counter proposals especially if more than one scheme was running at a time.
Perhaps this is what it's all about. Perhaps the representations of the trade unions have
been too successful in the past.
Perhaps modern railway management do no want to be questioned about their decisions. Or is it about area conditions of service and regional rates of pay eventually?
Dictat
Does anybody really believe that footplate staff will be rushing forward to take on the positions of local or area representatives if the new machinery is introduced as proposed? I know of no member of this society who would be party to management by dictat.
The BRB. whether by design or accident are losing sight or the fact that many changes in the
industry have been accomplished by the use of the present machinery and without recourse to industrial dispute. There is almost certainly a need to modify the machinery so that it is able to respond to the needs of both the staff and management.
The machinery could be modified to allow the trade union representatives to formally meet the people who run the railway these days i.e. sector managers/ directors.
There is justification for not pursuing some claims and some items beyond regional level. thereby not clogging up the machine. There is no justification for taking this industry's problems elsewhere for solution as proposed by the board. Difficulties could and should be resolved within the industry between the parties concerned.
Prosper
It is in nobody's interest to have items or claims swilling around in the machinery for months or years on end. There is no doubt that some changes need to be made not just to enable the industry to react quickly in a changing world, but to ensure that the rights of the employees in the industry are fully protected and that our views and aspirations are fairly represented.
If this industry is to prosper then the B.R.B. should realise that prosperity can only be achieved with the co-operation of the staff through their trade unions. and with their trade unions as full participating partners -- not as the reluctant receiver of dictats from the board.
After all if this industry goes down the toilet we all go with it including the members of the
British Rail Board and that ineludes the part time ones.