Circular No. NP/200/11/MC
31st October 2011
H.O. Ref: R14/5
TO: ALL BRANCHES, REGIONAL COUNCILS, REGIONAL OFFICES,
COUNCIL OF EXECUTIVES & HO OFFICERS.
Dear Members,
RMT PAY BULLETIN
October 2011
The Office of National Statistics has just published new inflation figures for the twelve months to September 2011.
The Retail Price Index (RPI) for this twelve monthly period is 5.6%, up from the 5.2% figure for the twelve months to August 2011.
The Consumer Price Index (CPI) is 5.2% for the twelve months to September 2011. This is up 4.5% from the figure for the twelve months to August 2011.
The largest upward pressure to annual inflation came from:
Housing & household services where the upward effect was driven by gas and electricity
where average bills rose this year by 13.0 per cent and 7.5 per cent respectively between
August and September but were unchanged a year ago.
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.
Recent non-RMT settlements
Company /Sector | Award | Effective From |
| Sainbury’s | · 2.7% increase to basic pay | 4 Sept 2011 |
| Sellafield | · 2% increase in basic pay (in each of 2 years) | 1 Apr 2011 |
| Moto | · 2.5 increase to basic pay | 1 Oct 2011 |
Recent RMT Settlements |
Company | Award | Effective From |
| Shipping & Offshore |
| Offshore Diving Personnel | · 7.1% increase to basic pay | 1 Nov 2011 |
| Maersk Supply Vessels | - A 4.5% increase to basic pay, effective 1st July 2011.
- A 4.5% increase to increment scales from £334 to £349 per year per increment on the 1st, 3rd, 5th, 7th and 9th years of anniversary in the rank
| 1 Jul 2011 |
| Gulf Offshore | - A 3% increase, plus 1% seniority for those members who are entitled to receive it, backdated to 1st July 2011.
| 1 Jul 2011 |
| Caldedonian MacBrayne | - An increase of 2%, effective from 1st October 2011.
- An increase of 4.25% in 2012.
- An increase of 4.25% in 2013 with an opportunity to increase this to 4.75% dependant on the achievement of agreed savings being made by year three.
- It is agreed that if RPI is above 5% in years 2 or 3, the Union reserves the right to reconvene with the employer.
- A reduction in the method of payment for training days from 2 for 1, to 1.5 for 1 with the understanding that 0.5 must be taken as payment and may not be banked. This would be implemented from 1st January 2012.
- The Company has set aside £800,000 in year 1 and £100,000 in years 2 and 3. This is to start to resolve existing anomalies in pay and conditions and to work towards a shared objective of consistent, fair and affordable terms and conditions within CalMac.
| 1 Oct 2011 |
| Clyde Marine (LD Lines) | - A 2.7% increase to personnel employed by Clyde Marine Guernsey Ltd employed on the LD Lines vessel Norman Arrow, backdated to 1st August 2011.
- A £400 bonus for those employed on an ongoing basis for work completed over the winter and during the summer season.
- A £200 bonus for those employed on a seasonal basis who successfully complete the entire summer season.
| 1 Aug 2011 |
| DFDS Seaways Short Sea Ratings | - A 2% increase, backdated to 1st January 2011.
| 1 Jan 2011 |
| RFA | - A one year award from 1st July 2011 to 30th June 2012.
- Staff earning £21,000 or below, (including permanent allowances) as at 1st July 2011 will receive a £250 consolidated pay rise.
- Staff earning £21,000 or above (including permanent allowances) will receive no award in accordance with the Government pay freeze.
- Staff on incremental pay scales (below the maximum) will receive their incremental pay progression during this pay year.
Performance Awards To qualify for a performance award an individual:- - Must be in post on 1st July 2011.
- Must have completed 6 months service with the RFA (contract start date prior to 1st January 2011).
- Must be performing satisfactorily (an individual on restoring efficiency for performance will not qualify for an award).
Performance awards will be paid in relation to substantive grade and staff on sick leave will be paid in accordance with their pay status as at 1st July 2011:- - Full Pay – Full Award
- Half Pay – Half Award
- Nil Pay – No Award
Performance Awards will be paid at the following rates:- - CPO (incl. Med Tech Q) £1,000
- PO (incl. Med Tech) £900
- L/H Rating £800
- Trainee £400
| 1 July 2011 |
| London Transport & Other Metro |
| London Underground | · Year 1 (2011/12) 5% (with effect from 1st April 2011) · Years 2 to 4 (2012/13 to 2014/15) – February RPI plus 0.5% or 2% whichever is the greater. · The general increase is effective from 1st April for each year of the pay deal (except for staff on Performance Related Pay, where it will be effective 1st July every year). | 1 Apr 2011 |
| Train Operating Companies & Freight Operating Companies |
| Cross Country | · An increase of 4.5%, effective from 28th May 2011. This will cover the grades of Train Manager, Senior Conductor, Revenue Protection and Station Staff. · An increase of 4.5% for all Service Centre Staff, effective from 1st July 2011. | 1 May 2011 |
| Workshop & Train Maintenance |
| Unipart Doncaster | · 2.5% increase to basic pay · Reduction in HGD payments from 10% to 5% Members will not be affected by the reduction in HGD payments contained within the offer as they do not work any Higher Grade Duty. | 1 Apr 2011 |
| Road Transport & Bus |
| Wincanton Enfield Warehouse | · The offer is subject to the acceptance of a new contract on site for new starters, effective immediately. Year One · A 3.4% increase over 7 months, effective from the 1st pay week in September 2011. Year Two · A 2.5% increase, effective from the 1st pay week in April 2012. | September 2011 |
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Yours sincerely,
Bob Crow
General Secretary
