Circular No. NP/183/11/MC
30th September 2011
H.O. Ref: R14/5
TO: ALL BRANCHES, REGIONAL COUNCILS, REGIONAL OFFICES,
COUNCIL OF EXECUTIVES & HO OFFICERS.
Dear Members,
RMT PAY BULLETIN
September 2011
The Office of National Statistics has just published new inflation figures for the twelve months to August 2011.
The Retail Price Index (RPI) for this twelve monthly period is 5.2%, up from the 5% figure for the twelve months to July 2011.
The Consumer Price Index (CPI) is 4.5% for the twelve months to August 2011. This is up 0.1% from the figure for the twelve months to July 2011.
The main upward pressures to annual inflation came from clothing, fuels & lubricants, furniture & household goods and domestic heating
The main downward pressure to annual inflation came from transport services, particularly passenger transport by air, sea and rail. There was also a downward pressure from recreation & culture, particularly from games, toys & hobbies and, to a lesser extent, recording media and data processing equipment.
In pay submissions the RMT will continue to emphasise that your financial commitments have increased at a much greater rate than inflation and your living standards have suffered as a result.
National Minimum Wage
The rates of the National Minimum Wage have changed. There are three levels of minimum wage, and the rates from 1 October 2011 are:
| | Current rate | Oct 2011 | % increase |
| Adults | £5.93 | £6.08 | 2.5 |
| 18-2O year olds | £4.92 | £4.98 | 1.2 |
| 16 and 17 year olds | £3.64 | £3.68 | 1 |
| Apprentice rate (under the age of 19 plus older apprentices in the first year of their course) | £2.50 | £2.6O | 4 |
In submissions to the Low Pay Commission, the RMT will continue to argue that the National Minimum Wage must be set at a significantly higher level to ensure that all workers are kept out of poverty; that the regulations must be extended to all seafarers serving in UK territorial waters to help safeguard minimum standards and that the age-related NMW rates should be abolished and the full adult rate be paid from 16 (until the school leaving age is raised to 17 in 2013 and 18 in 2015). The Union will also continue to campaign for the NMW to be set at half male median earnings as soon as possible, building towards the eventual goal of two-thirds of male median earnings.
Recent non-RMT settlements
Company /Sector | Award | Effective From |
| Vauxhall | · 5% increase to basic pay | 1 Sept 2011 |
| Philips Lighting | · 3% increase to basic pay | 1 Apr 2011 |
| Jacobs E&C | · 2% increase to basic pay | 1 Jul 2011 |
Recent RMT Settlements | |||
Company | Award | Effective From | |
| Shipping | |||
| Isle of Man Steam Packet | · A 3.5% increase to basic rates of pay | 1 Jan 2011 | |
| Catering | |||
| At Seat Catering | Year One
· A pay offer of 5% effective. An increase in the commission threshold from £560 to £565 per week. Year Two
· A pay offer of either RPI (based on February 2012 figure) or 3% whichever is the greater, effective from pay anniversary of 1st April 2012. Year Three
· A pay offer of either RPI (based on February 2013 figure) or 3% whichever is the greater, effective from pay anniversary of 1st April 2013. | 1 Apr 2011 | |
| Train Operating Companies & Freight Operating Companies | |||
| Merseyrail Guards | Year One
· An increase of 5.5% Year Two
· February RPI 2012 or £25,550 (Equates to 4.1%), whichever is greater.
The following additional items were also proposed by the Company as part of the offer:- · Compensatory leave where the rest day falls on either Christmas Day or Boxing Day has been confirmed as a permanent change to guards’ terms and conditions. · An agreement to discuss the feasibility of all committed time being payable post April 2012. · This offer is subject to supporting the implementation of the Integrated Resource Management System. · Guards opted into Smart Pension Salary Sacrifice Scheme with a 28-day opt-out clause. · An agreement with the company to enhance the on-train customer service. | 1 Apr 2011 | |
| Merseyrail Drivers | Year One · A 5.5% increase to basic pay effective 1st January 2011. Year Two · An increase of November RPI or a ceiling of £39,000, whichever is the greater. The following additional items were also proposed by the Company as part of the offer:- · Where a rest day falls on either Christmas Day or Boxing Day, a compensatory day’s leave will be granted to be taken before the 31st March of the following year. · All committed time will be payable and Merseyrail will engage with Northern Rail to explore the feasibility of an all-line PT&R. · This offer is subject to supporting the implementation of the Integrated Resource Management System. | 1 Jan 2011 | |
| DB Schenker Groundstaff | · A pay award of a 2.50% increase on basic salaries | 1 Apr 2011 | |
| DB Schenker Ex-Colas MPV | · A pay award of a 2.50% increase on basic salaries | 1 Apr 2011 | |
| Chiltern Railways | Year One
· a 5% increase on basic pay and allowances. Year Two
· With effect from 1st April 2012, an increase of 3.65% or February 2012 RPI (whichever is greater), on basic pay and allowances. Year Three
· With effect from 1st April 2013, an increase of 3% or February 2013 RPI + 0.25% (whichever is greater), on basic pay and allowances Additionally, the company are offering the following elements:- 1. Special Bank Holidays: Any future bank holidays that are granted over and above the normal statutory entitlement will be paid as follows:-
Any member of staff who is required to work (rostered or rest day) will receive payment at time and one quarter (t1/4) plus a compensatory day. Staff with a rest day off or annual leave will receive a compensatory day.
2. Olympics: The Company are offering a commitment to convene a meeting with all unions party to the Chiltern Railways Collective Bargaining Agreement to address the service requirements for all operations during the Olympics and Para Olympics scheduled to take place in 2012, with a view to concluding these discussions by 24th December 2011. 3. Travel: The Company are offering a commitment to continue to talk to our colleagues in London Overground, Arriva Trains Wales and Cross Country with a view to agreeing a non-contractual entitlement for reciprocal travel for our staff. 4. Leave: The Company are offering a commitment to enter into meaningful discussions with the unions to review any inconsistencies in the leave arrangements for customer service staff with a view to concluding these discussions prior to commencement of the 2012 annual leave year. | 1 Apr 2011 | |
Yours sincerely,
Bob Crow
General Secretary
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