ASLEF has now sent Tramlink managment our pay and conditions claim for 2024. We are presenting this well in advance of the November anniversary date in the anticipation that we can make rapid progress and conclude negotiations by then. We will be meeting managment in August and will update members on any progress made.
Pay.
High inflation has reduced the real value of our members wages in recent years, and we are seeking an inflation plus pay rise to compensate for this. We also note that the differential between the driver’s rate of pay and that of management grades has increased year on year. This cannot be justified, and a key element of our claim is an additional increase in drivers’ base salary to reduce this unfair differential.
Working hours.
ASLEF policy is to achieve a 4-day, 32-hour week for our members and we want to make further progress in this pay round with a real reduction in the working week.
Sick Pay.
Moving staff to half pay after three months risks pushing people who are unfortunate enough to be ill into real hardship. It is especially unfair on our members whose job role means that they can not work with many conditions that office based staff could. ASLEF want full sick pay for a minimum of 39 weeks in line with Transport for London staff.
Pensions.
Tram Operations Ltd and shareholders in its parent company First Group continue to benefit at the expense of our members from the savings made when the defined benefit pension scheme was replaced by a defined contribution scheme. The current company rate of contribution to the scheme is too low to provide a decent income in retirement. Our aim is to return to a defined benefit scheme but in the interim the rate of employer contributions needs to be substantially increased.
Retirement benefits.
Staff who leave, even after decades of service lose all travel benefits. This is unfair and out of line with practice across the industry. We want a full review of retirement benefits, including travel and pre-retirement leave and other arrangements to acknowledge the contribution staff make during their career.
Overtime rate.
The overtime rate should be increased to a minimum of double time with an agreed fair allocation process.
Paternity leave.
Paid paternity leave should be increased to a minimum of three weeks.
Training grade.
Currently driver trainers are only paid an enhanced rate when carrying out training and assessment. ASLEF want recognition of a separate grade with a clearly defined job specification, agreed terms and conditions and a salary that reflects the responsibility of the role.
New entrants.
All drivers should receive the full salary rate on passing out rather than having to wait a year.
We will be meeting managment in August and will update members on any progress made.
Finn Brennan
ASLEF District Organiser.
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