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.
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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
JUNE 1988
TRAINCREW CONCEPT
THE FACTS
FROM THE GENERAL SECRETARY'S OFFICE
The historical background to Traincrew Concept has its origins many years ago when ACAS, BR. NUR. and the Society had a three day meeting in August 1981. Of the six major issues agreed at that meeting. one was important in the context of the present:
(f) "Major obstacles between the unions which have prevented progress in this area in the past are being resolved. The ASLEF, and NUR undertake to enter into immediate negotiations with the Board with a view, if possible, to concluding an agreement which would provide recruitment, training, and promotion through the grade of trainman to driver [my emphasis] or to other appropriate grades. The negotiations shall be concluded by 1 January, 1982."
.
The Executive Committee of that time accepted the broad six points for negotiations and instructed as follows:
1. The principle of the 8 hour day be maintained;
2. No worsening of staff conditions/agreements in respect of the single-manning of traction units;
3. That pilot schemes on freight trains without guards be by agreement of all parties before introduction.
4. That any agreement on "Trainman's Concept" must provide for seniority protection and outstanding applications [my emphasis] under P.T.R. be protected.
They went further to say:
1. Two separate lines of promotion should be retained for Sectional Councils 'B' and 'C'.
2. Drivers' Assistants to be trained in the duties of Guards but only to be utilised as Guards on a daily/weekly "on loan" basis. This would equally be applied to Guards.
That policy decision of the Executive Committee was reported and endorsed by the 1982, 1983, 1984 and 1987 AADs - the latter of which adopted a further strategy in connection with the Board's December 1986 document. This document had developed a "common box" emphasis and also recognised that "flexible rostering," "Driver- only-Operation" and "Easement of Manning .. of the six original BRB initiatives had been resolved either by negotiation or imposition.
IT IS THEREFORE FROM THIS BACKGROUND THAT ALL THE CURRENT TRAINCREW PROPOSALS HAVE TO BE JUDGED AND NEGOTIATIONS EVALUATED. ANY JUDGEMENT HAS TO BE RATIONAL, LOGICAL, AND HAS
TO TAKE INTO ACCOUNT THE REALITIES OF 1988. THE LATTER IS NOT THE ONE AS WE WOULD WISH IT BUT IT IS THE WORLD WE HAVE TO LIVE IN.
The following questions and answers may help to clarify the issues. The questions are based
on the Board's original White document (December 1986) and the Board's Pink document
(February 1988). There has also been a Green document (October 1987) but comparisons need only be made between the first and current documents.
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. B.R.B. 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 100mph be replaced by 110mph. 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 D.O.O. payment would be reduced to £6.63 per turn or part turn and the Mileage payment would similarly be decreased by £1.81 per turn. Only one deduction will be made.
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.
Relief Drivers ( 18 years in the grade or 21 years lop) and Relief Drivers (10 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 £135.55 and £130.50 respectively.
The rate of pay of a Traction Trainee will be increased to the Trainman (D) rate of £114.35 on passing out.
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 increase generated in total earnings of the new Traincrew grade in which accommodated, without any decrease in the proposed basic rate.
The proposed increase to the Minder Driver Allowance from £1.50 to £2.20 per turn is offered on the basis that they will be guaranteed their previous link earnings when performing such duties
-----------
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 of duties will apply for these grades.
(2) The withdrawal of the proposal of a direct promotional line to the 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 appro-priate 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 train crew grades would receive the variable rostering arrangements currently applicable to Guards.
(8) In their 1986 Document, Management stipulated that all Traincrcws 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.
---------------
DISAGREED ISSUES
The Railway Staff Joint Council (loco) of the 3rd May, 1988 recorded disagreement.
1, Extension of single manning on H.S.T. to 110 m.p.h.;
2, 1,000 hours' minimum cab experience before training as Driver;
3, Three years' productive work, after all training, before re-transferring;
4, New money for Drivers for acceptance of change;
5, No assessment of Drivers every two years;
6, Closure and merging of Depots -- everyone should have priority to go to any Depot as alternative;
7, There was need for "new money" in basic rates.
At the subsequent R.S.N.C. on 16th May, 1988 the Board gave their response that:-
Points, 1,2,3,5, and 6 were declined and detailed reasons given. On point 4 the Board offered a £10 lump sum to ALL TRAINCREW GRADES for each remaining between the unions agreeing to recommend acceptance and the implementation date of 3rd October. This is up to a maximum of £200.
If no recommendation was made to conferences and the conferences accepting Traincrew, from that date it would be £120 ie. 12 weeks x £10. However, if the unions agree "pilot" schemes at Depots with "exhausted" vacancies, and conferences accept. Traincrew the lump sum would date from the Executives' acceptance.
The Board further offered an increase of a minimum lump sum of £104 up to £130 to each "Traincrew" grade -- except Drivers -- for the the "buy out" of mileage payments.
THESE WERE THE BOARD'S FINAL OFFERS
The Executive Committee, in considering the foregoing decided on 20th May, 1988 to list the following issues on which there is disagreement with the Railway Staff Tribunal;
MEDICAL STANDARDS PROPOSALS
At the time of going to press, consideration is still being given to the proposals for visual and physical standards, Footplate staff can be failed and the Society has proposed the following revisions to British Rail's initial proposals.
(a) The extension of single manning up to 110 m.p.h. running;
(b) The consolidation of Easement of Manning payments;
(c) An increase in monies available for all Drivers for acceptance.
The matter will be reported to the 1988 A.A.D.
-------------
COLOUR VISION
British Rail - Normal colour vision will be required as assessed by the Ishihara Plates Tests.
Society, No existing Footplate staff can be failed on the Ishihara Test alone if they can pass the Edridge Green Light Pattern.
British Rail have intimated that they will accept our proposals for existing Footplate staff.
SIGNALS PASSED AT DANGER
British Rail - When a signal has been passed at danger the Driver concerned will normally be relieved of responsible duties when one or more of the following 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 supported 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
The risks in the current industrial, political and economic climates of 1988 are complicated and immense. Legally the Society cannot take forms of industrial action, either to progress policy, or resist imposition by the Board. It requires a ballot of British Rail membership to do either and this is dependent on providing a majority result. The Board may decide not to go to the RSNT. At the time of writing we do not know their response.
WE ARE NOW AT THE CROSSROADS OF THE MOST COMPREHENSIVE, COMPLEX AND CRITICAL NEGOTIATIONS THIS CENTURY AS FAR AS THE FEDERATION UNIONS AND THE INDUSTRY ARE CONCERNED.
THE A.A.D., THE MEMBERSHIP AND THE EXECUTIVE COMMITTEE MUST WEIGH THE SCALES CAREFULLY AND WISELY. IN THE 1980s THERE ARE NO SECOND CHANCES FOR TRADES UNION AND TRADES UNIONISTS.
QUESTIONS & ANSWERS
(Q) What were the "traincrew grades" in the 1986 document:?
(A) The "Traincrew" grades at that time were Driver, Shunt Driver, Senior Conductor, Conductor and Trainman/woman.
(Q) What are the grades in the 1988 document?
(A) The grades remain the same except the Shunt Driver's grade is removed (s/he will be paid as a normal Driver) and with the acceptance of the "parallel lines" to Conductor and Senior Conductor and to Driver, the grade of Trainman/woman will be relined to "Driver" and "Guard" to denote which independent line of promotion they wish to progress within. This of course is a versatile grade and watches will be issued to the trainman/woman grade.
(Q) Are there any differences in the rostering arrangements on a daily basis for those grades?
(A) The 1986 document intended that Drivers would work four turns of 9 hours 45 minutes, not necessarily of equal length, but this will not now apply to Drivers following successful negotiations. Drivers' Assistants and Relief Drivers who arc trained to work in the former Guards' duties will be expected to do so because they are a "flexible grade." Relief Drivers working as Drivers will not.
(Q) Is there any other change in rostering practice?
(A) Drivers can be rostered to work at other depots (cross cover), but the working day will be restricted to a maximum of 9 hours (as in the flexible rostering imposed agreement) which will include all travelling time.
(Q) Is that all on rostering ?
(A) Link structures arc the other main areas but it is accepted that this will remain the prerogative of L.D.C.s (both sides). However, there are "guidelines" but all change is by negotiation and agreement and will encompass the "traditional" judgements of both sides and not on the "recost on a fully productive basis" as was the intention in the '86 document. How- ever, costs of traction and route learning should be taken into account in any link structure and these costs should be kept to a minimum. Starter Links were absolute in the '86 docu-ment, but will only apply if appropriate to a Depot, but it is considered by the BRB that Starter Links should be the norm.
(Q) Has there been any consolidation of allowances in the Traincrew proposals?
(A) Yes, there have been consolidation of mileage, "on train" and "open station" allowances and these are outlined in the following chart. Whilst this chart refers to basic pay it has to be noted that on average earnings the Board equates these old rates of pay to:
Senior Conductor - £25 p.w.
Conductor - £8.40 p.w.
DA or Relief Driver - £14.50 p.w.
(Q) Is there no consolidation for drivers?
(A) On the table is a Society initiative for consolidation of the Easement of Manning Allowance (£8.8 new rates). Consolidating this into the basic rate would, with enhancements. effectively put an additional £'l3 a week on pay (calculated on the basis of 8 shifts of an average of 39 hours in 312 hour blocks). This was conceded by the Board on the condition that we accept single manning of high speed trains being increased from 100 miles per hour to 110 mph (with no redundancies); drivers operating sliding door stock on Provincial services; and engineering trained staff operating as guards being fully flexible in train(wo)-man grade. In negotiation, the operation by drivers of sliding doors was removed, and enginring staff trained as guards would not be flexible in the train(wo)man grade i.e. they will not work on "front end" duties. The consolidation of ESM would add to other enhancements, and add £4 a week to pensions.
(Q) Is there any more money for the Drivers?
(B) There is the statement by the Board that consolidation of mileage for Drivers is one of the Board's "longterm strategies", but they will not be bringing this forward for at least a year.
(Q) What would this mean?
(A) It is not significant to consolidate mileage on Drivers' basic rates. Total mileage payments divided amongst ALL existing Drivers would only increase the basic rate by about £4 per week.
(Q) If the Traincrew proposals were implemented would there be any redundancies?
(A) No. The 1986 document said there would be no redundancy on the "initial" application of any agreement providing people were prepared to move to a "reasonable distance" vacancy and meanwhile be used to best advantage. However, in negotiations "initial" was removed and protection is not only "initial" but is also on-going at any stage of displacement arising from implementation of Traincrew.
(Q) What has happened to "suitability" in the 1986 document?
(A) No existing or future "Footplate" grades will have any such test. The ability will be "aptitude" to enter the line (those who are in it now have met that criterion) and then pass the appropriate medical and technical examinations as of now.
(Q) Will existing Drivers' Assistants be trained as Guards and vice-versa?
(A) In the 1986 document it was a common versatile grade of Trainman. This remains and had to be so to maintain the "flexibility" required by the Board and we had to concede this view (although also accepted in 1981) to accomplish an independent line to the front end.
(Q) What will happen to medically failed Traincrew grades?
(A) Every endeavour will be made to accommodate them in Traincrew grades. However, to "feed" the grade of Driver, with about 16,500 positions, saturation of the "feeder" grade of Trainman/Woman cannot happen, or Drivers' position, would require to be filled by other grades or by "direct recruits." This is undesirable. It follows, therefore, that failed Traincrew grades would require to be accommodated in other grades if necessary, and this is a significant development for our medically failed staff.
(Q) What is the position of the P.T.R. Arrangemnts?
(A) The 1986 document flatly stated the P.T.R.A. would be withdrawn and a new scheme would be introduced for Traincrews Negotiations have been based on retaining, from the Society's viewpoint, as much as possible of the existing scheme. However, we recognise that there had been abuses and imperfections in the existing scheme.
(Q) And what are the negotiated positions to date?
(A) We have disagreed with the Board on a three year stint of actual driving before return is possible or other moves can take place. What this means is a person applying for promoting, after training and signing one route, has then to stay three years at that location, as do mutual transfers, etc. Training at one depot. can take much longer than another viz Old Oak Common as against Marylebone or Grove Park as against Waterloo. The only movement the Board made is that each vacancy list will show the average time to be trained at each location before performing productive work.
(Q) What significant parts of the old scheme have you retained?
(A) We have retained All Line Promotion instead of Regional promotion as in the 1987 document. We have also refined advertisement of vacancies every two months instead of every month as proposed in the 1987 document.
(Q) What would this mean?
(A) At time of writing we have lost the right to a move place of our choice on closure, merger or re-location of a Depot. What this has caused us problems previously when young Drivers moved back to their previous depot, and other depots, and then went in front of others many years their senior we still feel, it was by and large, a reasonable arrangement when a Depot closed. Now the Board take the view that one must follow the transferred work if it transfers to a "reasonable distance" (or if an employees decides it is a "reasonable distance," even if it is not). Those who cannot transfer because there is no work available at a depot within "reasonable distance," can only return from the depot where they gone to a depot within "reasonable distance" of the one where they became redundant. B.R.B. are prepared to concede that it is wrong to force someone back to a "reasonable distance" vacancy if it is a Depot scheduled for closure, or one on the doubtful list, and it is only then that you can go anywhere of your choice. I suppose if the strategy of the Board is only to have a limited number of "Key" Depots with some satellite depots the option of moving anywhere becomes the most likely and other offers are purely academic.
(Q) What the important changes apply?
(A) We have established one lateral and one mutual transfer in each grade, and protected any existing registered preference, and accepted an unlimited number of "exceptional hardship" transfers if accepted by the national P.T.R. Joint Sub Committee.
(Q) In a previous answer you referred to "seniority" being distorted by young Drivers on redundancy going to the Depot and superseding their seniors in "the line." You are saying, are you not, that seniority is not always the guiding principle?
(A) Seniority is always the guiding principle, but not in the question you asked me. We have been raised in the philosophy of "once a Driver, always a Driver" unless the person, for whatever reason, wishes to opt out. Existing Footplate Staff have their seniority protect against those not in "the line of promotion to the front end." Those who come in get a Footplate seniority from the date (broadly) they apply to get into the line of promotion and are accepted into that line. Of course, if an existing Footplateman/Woman does not apply for a Driver's position at an "away Depot" and a "new entrant" does, the new entrant become a Driver before the non applicant. If that "new entrant" is junior in Seniority and becomes redundant he/she can then supersede the "non applicant" at his/her depot, but seniority then re-asserts itself when they are both in the same grade at a Depot. But that has always been so since the 1950 scheme.
(Q) Will Drivers, now or in the future, be expected to do platform or other Duties?
(A) Prior to implementation, Drivers will not be trained in former Guards' duties, and so can only do Drivers' Assistants duties. Future Drivers will be able to do duties of Trainman/-woman for which trained, but no future Driver or existing Driver will be asked to do duties below the grade of Trainman/woman even if that person has bee trained in such duties. He/-she will never perform station duties.
(Q) I understand the training periods for driving duties have been reduced?
(A) This is correct. M.P.12 training (at present) allows 26 weeks in a Training School. The Board want this reduced to 21 weeks, with more practical training in the cab, than under the present arrangements. They say this is adequate, but we cannot accept this view.
(Q) Why is that?
(A) We take the view that the key grade of Driver has to be well trained. Putting Drivers in a one to one position with a "minder" Driver is not enough, even though the "minder" Driver will be in full charge (with an allowance of £2.20 per day new rates, which has moved from the initial offer of £1.50 and a guarantee s/he will be paid that what s/he would have earned that week if in his/her own link). We also take the view that new trainee Drivers, who will be expected to be in charge at 21 years of age, should have a minimum of 1,000 hours front cab experience before training as Drivers, particularly as the Board is intending to cut the existing 500 "front end" turns to 100, which includes the time with an Inspector/Minder.
(Q) Surely persons being recruited to the Footplate Line of Promotion will be more mature if they recruited up to 45 years of age?
(A) Historically we have always been recruited to the "Footplate line" before 25 years of age, with a maximum of 27 years of age. This has trained us in the necessary disciplines to be, in the main, a successful Train Driver. We believe training in youth is better than experienced in life for driving trans, particularly as the speeds, weights of trains, and handling techniques are now so different.
(Q) The Board want to asses all Traincrew grades every two years on rules and regulations. Does this not allay your fears?
(A) In the 1986 document the Board wanted a two yearly examination for all train crews. We have had this examination element removed, but it has been replaced by a two yearly assessment. We have a yearly one now, but it is on handling and confidence, not on rules and regulations. We have had experience under some of the old Railway Companies of two yearly examinations. All they did for the older Drivers was to give them some sleepless days and nights before they met the Inspector. The Board insist on keeping the assessment with counselling and retraining if persons do not meet the Board's criteria.
(Q) Any other testing that's causing you concern?
(A) Yes. On colour vision testing the Board are moving from Dr. Edridge Green lantern test to the Dr. Ishilhara plates test with the latter being the principle tests. They have agreed that no Footplate Staff in service, at introduction of Traincrew, will be failed on the Ishihara test if s/he can meet the basic colours of the Eldridge Green Lantern test with a joint review in two years.
LOCOMOTIVE JOURNAL
AUGUST & SEPTEMBER 1988
EXECUTIVE AGREE TRAINCREW CONCEPT
THE Executive Committee has agreed to the Trainerew Concept. It was a decision made with great reluctance when it became apparent that British Rail were not interested in further negotiation. Management made it clear they would not go lo the Railway Staff National Tribunal for arbitration.
The Society was told that even if it made an application to the R.S.N.T. which was successful, management would not be bound by the decision. In addition, they renewed their offer of a lump-sum payment of £200 to each traincrew member when the Executive accepted the Traincrew Concept.
The EC protested in the strongest terms about B.R.'s attitude during the final part of the negotiations. The Traincrew Concept will begin to come into operation on 3rd October.
Some branches have expressed concern about the trade union membership agreement, largely
through lack of knowledge of what it says. The agreement we have with the N.U.R. states that guards entering the driver's line of promotion shall be encouraged to leave the N.U.R. and join A.S.L.E.F.
LOCOMOTIVE JOURNAL
FEBRUARY 1989
"MINDING" COULD BE A REAL
PAIN IN THE NECK!
B.R. NOT READY
The Traincrew Concept with its "Minder Drivers" has been very slow at getting off the ground, largely through a lack of foresight on British Rail's behalf ... and the problems may not be over yet.
Originally BR thought that drivers would be keen to take on the work of a Minder Driver for an extra £1.50 a shift. There were virtually no takers.
By degrees the inducement has been raised to £5 a shift but BR is still not out of the woods yet. The plan, which forms part of the Traincrew Concept , is designed to speed up training to fill the driver gap sure to develop as a result of heavy retirements between now and the early 1990s.
It is clear from correspondence to the Journal, that many drivers have serious reservations about the training programme itself. B.R. has not, to their mind, appreciate the risks involved.
Their main point is that most rolling stock, without rolling stock, without adaption is not suited to the Minder form of tuition.
A Minder Driver is deemed to be in charge of the train even when the trainee is at the controls. Yet few trains provide for his having any actual control over the situation.
On some stock there is only one seat in the driver's cab. There is frequently only one wind-screen wiper making it virtually impossible for anyone but the person in the driving seat to see what is going on in bad weather.
Even on fine days it will be difficult for the Minder Driver to operate close to the trainee and monitor his use of the controls. Standing beside the trainee on many trains would merely give him a good view of the central column down the window. For the best visibility he would have to sit or stand as far from the trainee as possible.
On Sprinter stock and some other units this would be obligatory anyway. The driver is partitioned off in these trains without any room for company. Dual controls would seem to be the answer but, these do not exist on British Rail, although the new London Underground stock has an emergency brake which could be operated by a Minder.
General Secretary Neil Milligan said: "British Rail do not appear to have given more than a fleeting thought to the practicalities of the Traincrew Concept and its Minder Drivers. If they have any sense. they will pay a great deal more attention to improving the environment of the Driving cab, particularly in relation to Minder Drivers."