John Smith - TSSA

Matt Barrow Regional Organiser Transport Salaried Staffs’ Associations Walkden House 10 Melton Street London NW1 2EJ

The Quadrant:MK Elder Gate Milton Keynes MK9 1EN

Our reference ERJG561b14 Dear Matt Managed Stations Terms and Conditions Further to my letter dated 7 April 2014 outlining proposals for changes to Terms and Conditions of Employment for Managed Stations Customer Service Assistants (CSAs) negotiated with nominated Representatives from your union and the RMT on the 3rd April 2014 We have continued to meet your Representatives to plan for implementation. At these meetings the following information was requested before a referendum ballot of your members can be conducted.   

Letter to CSAs outlining proposed contractual changes Frequently Asked Questions Rostering Principles for Station Staff

I attach these documents for your reference. The Rostering Principles for Station Staff remain in draft as these will be further tested with Resource Managers and reviewed with your Representatives before going live For reference the negotiated proposals are Step One Working Week  Banked Hours  Overtime 

To clearly define the working week as 00:01 Monday to 23:59 Saturday  Abolition of the current banked hours arrangements  To introduce overtime payments for any hours above base roster in line with  the following rates     

110% Nights (22:00 – 06:00)  125% Sundays  125% Rest Day Working  125% all other overtime 

Sunday Working 

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Annual Leave 

Bank Holidays 

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Rostered Sundays will be retained but the maximum number of  Sundays included as part of an employees base salary will be no more  than 18 per annum  Station rosters may require employees to work more than 18  Sundays per annum. In this instance, employees will be expected to  work to the agreed roster but will receive agreed overtime for any  Sundays above 18 per annum  If an employee roster currently requires them to work less than 18  Sundays per annum they will not be expected to work additional  Sundays unless rosters are negotiated and agreed. Any additional  Sundays compared to the previous roster will be paid at the Sunday  overtime rate.  Annual Leave will be calculated in days.  Pro rata leave calculations are rounded up not down  Leave calculations will be consistent across all stations in line with  Station Rostering Principles (which are to be agreed) 

Contractual Arrangements for Bank Holiday will be consistent . All  compensation days of leave in lieu must be taken within 12 months of the  relevant Bank/Public Holiday on which accrued 

Step Two Rostering 

Minimum Salary  Review  Extension of  Proposal to Shift  Station Managers 

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NR to work with Trade unions to jointly produce agreed stations  national rostering principles   Rostering to be conducted by a trained competent person in line with  station rostering principles (station manager or roster clerk)   Each station will use nationally agreed rostering principles to  negotiate and agree a roster fit for purpose   Rosters will be determined locally to suit business needs   When rosters are being renegotiated the status quo prevails until they  are agreed   Managed Station Rosters should be a standing item for Local Councils  and any discrepancies must be raised and discussed through this  forum  Reward will conduct a market review of Customer Service Assistant starting  salaries with a view to future negotiations with Trade Unions  NR confirmed their proposal to extend any agreement for CSAs to Band 4 Shift  Station Managers. The TSSA agreed to engage in discussions as soon as  possible. 

We would like to implement these changes effective from 1st January 2015 and look forward to receiving confirmation of the timescales for the referendum ballot. We also invite you to provide dates when we could engage in discussions regards our proposal to extend any agreement to Band 4 Shift Station Managers. Yours sincerely

Joanne Gill Employee Relations Specialist