Bands 1-4 pay offer 2016 Accepted
After a meeting on 27th June, your reps were able to
seek significant further improvements and clarify
matters relating the Bands 1-4 Pay Settlement.
As a reminder, these improvements supplement
the other elements previously negotiated:

The feedback from last month’s referendum on the
company’s previous offer marginally rejected the former 
deal, mainly on the basis of the failure to increase the
pay ranges, lack of clarity over phasing out SE
Allowances and no pay increases for those at the top of
the ranges.
We have now secured the following:
 Employees paid above the maximum of the pay range
(above zone 3); will receive a one-off non-consolidated
payment up to a maximum of £500. The payment will
be calculated using the pay for performance multiplier
for zone 3.
 Clarity that those who currently receive SE Allowance
(which will be phased out for new starters) will not
have this removed.
 Achieved the following commitment to review and
Pay to be determined by a distribution matrix
“multiplier” based on performance rating that
seeks to move those in lower pay zones up within
the range. The previous matrix meant that all
staff with a good rating would get less than
inflation however the increase in pay pot and
redistribution of this means that those “Good”
performers in Zone 1 will receive above inflation

An increase in Inner and Outer London Allowances
equating to a 29% uplift, with the removal of SE
Allowance for new staff. A review of people
working in locations that do not attract an Inner
or Outer London allowance to remove the
payments entirely within the next three years.

An increase in the Travel Subsidy of £250 (11%)
with a further commitment to work with ATOC
and RDG to seek opportunities for improving travel
benefits for business and residential travel

No uplift in pay ranges for 2016 due to the 2015
uplift equating to 3%, which is above the current
movement in market rates of 1.37% with
commitment to discuss the uplift in pay ranges
prior to the 2017 Pay negotiations
 Where the normal pay award would take the salary
over the maximum of the pay range, the following will
apply. The salary will be increased to the maximum for
the pay range. Any additional amount will be paid as a
one-off non-consolidated payment, up to a combined
total value of £500, for both the salary increase and
non-consolidated payment.
An overall pay pot of 1.5% (April RPI was 1.3%)
increase the pay ranges on an annual basis (ahead of  TSSA is to discuss and formulate proposals as to a
the pay negotiations, commencing from 2017) “The
“cost effective” means to address the long hours
market forces which determine pay ranges will be
culture and overtime working
reviewed, shared and discussed with the TSSA. If this
review indicates that increases to specific pay ranges Who’s my rep?
are required these will be negotiated and
Follow this link http://bit.ly/1WDRntL. If you or
implemented”
colleagues are interested in becoming a rep, you can
This deal will now benefit an additional 470 managers find a nomination form here: http://bit.ly/1qtlN40
who are above the maximum of the pay ranges and a
significant number of those who are close to reaching Keep up to date! Update your details?
that. The ex gratia payments will apply to 2016 only.
Update your details at www.tssa.org.uk/mytssa. We
Conditional to this offer was full acceptance by the need accurate membership details to keep you in
National Management Council. Given the further touch with the latest news and information.
improvements we believe that we have secured the Not a member? Join TSSA…and have your say.
best deal achievable through negotiation for our
members. Therefore we have now formally accepted Please share this newsletter and encourage others to
join online: www.tssa.org.uk/join
this offer on behalf of our members.
TSSA NETWORK RAIL NEWS | JULY 2016 | WALKDEN HOUSE, 10 MELTON STREET, LONDON NW1 1YA
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