Hello,
Our managers are after our allowances.
Does anyone have a copy of the agreement which realates to allowances.
In particular;
How long do you keep them.
How long do you keep driving allowances for 7.5 tonnes.
Is there something about keeping shift and driving allowances indefinately if you are between 47-50.
We are still recxeiving 4:00 allowances but they should have been stopped about 2 years ago. Under the pay and modernization agreement we now keep them under grandfather rights. Do you think we shoulds still be entitled to keep them even though they should have been stopped 2 years ago.
Many thanks
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MTSF Agreement
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MTSF AGREEMENT
http://www.cwu.org/uploads/documents/surplus.pdf
Protection of Pay
5.4 Following appointment to the new job the employee will remain on the Pay
Rate of his/her substantive grade in his/her Parent Business Unit in perpetuity
from the date of transfer.
Protection of Pensionable Allowances – Employees under age 50,
or 60 and above
5.4.1 Where the new job carried out by the employee, who is less than age 50, or
age 60 or more, attracts a lower level of pensionable allowances (and nonpensionable
element of Service Delivery Night Shift Allowance if appropriate)
than that received in total by the employee in his/her old job and, at the date
his/her job ceases, the employee has been fulfilling a role to which these
allowances applied continuously for:
a) more than six months but less than twelve months he /she will be entitled to
receive a lump sum payment equivalent to three months payment of the
difference between the level of allowances in the old job and the new job;
b) twelve months or more but less than twenty four months he /she will be
entitled to receive a lump sum payment equivalent to six months payment of
the difference between the level of allowances in the old job and the new job.
5.4.2 A sliding scale calculation based on yearly increments will then apply in
respect of a maximum of eight years receipt of these allowances when the
employee will be entitled to receive a lump sum payment equivalent to four
years payment of the difference. Receipt of these allowances for more than eight
years will not attract any additional payment.
5.4.3 Where the employee had been fulfilling the duty attracting pensionable
allowances in his/her old job on a rotation basis payment, as set out above, will
be made on a pro-rated basis.
5.4.4 There will be no requirement to recover such payments from the employee
on leaving the business or returning to a higher level of earnings.
5.4.5 Any entitlement as a result of these protections will be set off against the
amount of any increase in the employee’s Pay which the employee enjoys by
reason of redeployment into the new job.
5.5 Protection of Pensionable Allowances – Employees aged 50
or more but less than 60
5.5.1 Employees who are aged 50 or more but less than 60, whose new job
attracts a lower level of pensionable allowances (and non-pensionable element
of Service Delivery Night Shift Allowance if applicable) than that received in
total by the employee in his/her old job and, at the date his/her job ceases, the
employee has been fulfilling a role to which these allowances applied
continuously for more than six months, then he/she will continue to receive the
difference between the old level of allowances and the new, as if they were still
carrying out the previous role. This protection of allowance will continue for a
maximum of ten years or until the employee is aged 60 whichever is the earlier.
5.5.2 Where the employee had been fulfilling the duty attracting pensionable
allowances in his/her old job on a rotation basis, payment as set out above, will
be made on a pro-rated basis.
5.5.3 Employees will be expected to take on responsibilities in the new job
which attract equivalent pensionable allowances to those earned in their old job
wherever possible.
5.5.4 Any entitlement as a result of these protections will be set off against the
amount of any increase in the employee’s pay, which the employee enjoys by
reason of redeployment into the new job.
5.6 Overtime And Non Pensionable Allowances Protection (not
including any non-pensionable element of Service Delivery Night
Shift Allowance which is addressed in 5.4.1)
5.6.1 Where an employee has earned overtime or non pensionable allowances in
the 13 weeks (or 3 months dependent on whether paid weekly or monthly)
immediately prior to the move of job, where there is a reduced opportunity for
overtime and other earnings he/she will receive a lump sum payment
equivalent to the average difference of that last 13 week’s overtime and
allowances pay compared with the first 13 week’s in that new job.
5.6.2 Any entitlement as a result of these protections will be set off against the
amount of any increase in the employee’s pay, which the employee enjoys by
reason of redeployment into the new job.
5.7 Protection of Regional Pay
5.7.1 Where the new job attracts a lesser amount of regional pay than the
employee received in his/her old job and where the combined total of the Pay
and Regional Pay of the new job are less than the combined Pay and Regional
Pay in the old job a compensation payment will be made. A lump sum payment
will be made, based on 3 times the difference between the combined Pay and
Regional Pay of the old and the new jobs subject to a maximum of the rates as
set out in a) to c) below. This lump sum will be paid in two equal annual
instalments, the first payment being made with the employee’s next salary
payment following the end of his/her trial period and confirmation into the new
job. All payments will be made less the usual deductions, including tax and
employee national insurance contributions and will only be made where the
employee is in employment on the date for payment.
a) Move from Inner London to National pay area – £7,000
b) Move from Outer London to National pay area – £3,500
c) Move from Inner London to Outer London – £3,200
5.7.2 For employees whose hours are less than full time the payment will be pro
rata based on the employees contracted hours.
5.7.3 Therefore where an employee moves to a new job in which the regional
pay and basic pay together exceed the amount of the Regional Pay and basic
Pay of the old job (whether or not a reduction in the regional pay element has
occurred), no regional pay protection would be given.
5.7.4 If, within two years after the transfer the employee leaves Consignia, or
moves to an area with higher regional pay, any and all payments made will be
recoverable in full. It is a condition of payment of the above sums that the
employee agrees to such repayment and in particular that any outstanding
monies may be deducted from monies owing to him/her by Consignia.
(Standard Form 1.2.A contains wording for this employee agreement)
5.7.5 In addition to the payments referred to above, the employee will continue
to receive the regional pay element of his/her salary/wage in his/her old job
until such time as his level of Pay and regional pay in the new job (taken
together) equates with or exceeds the level of Pay and regional pay he/she was
receiving in his/her old job immediately prior to the transfer.
5.7.6 Where the employee who is entitled to receive Protection of Regional Pay
is aged between 50 and 60 he/she will have the option of continuing to receive
the current level of regional pay until age 60 (maximum of 10 years) to maximise
pensionable earnings, as an alternative to receiving the lump sum payments and
mark time provision described above.
5.7.7 Where an employee is entitled to receive an excess travelling payment,
regional pay protection will not be netted against the ETE ceiling.
5.8 Additional Protection where new job is at a lower grade
Where the new job is at lower grade efforts will continue to be made to place
the employee at his/her former substantive grade. The search for suitable
alternative employment at his/her former substantive grade will continue.
The employee may opt to take Voluntary Redundancy as an alternative to
taking a transfer to which this policy applies.
5.9 Costs
The costs associated with this policy will be borne by the Parent Business Unit.
5.10 Movement to a job at a higher pay rate
Where an employee is appointed to a post which is at a broadly similar level in
another Business Unit but where the different pay structure will result in a
higher Pay Rate than that he/she enjoys immediately prior to the transfer, the
employee will transfer to the new structure at the incremental step which is
immediately above his or her current actual Pay Rate.
Protection of Pay
5.4 Following appointment to the new job the employee will remain on the Pay
Rate of his/her substantive grade in his/her Parent Business Unit in perpetuity
from the date of transfer.
Protection of Pensionable Allowances – Employees under age 50,
or 60 and above
5.4.1 Where the new job carried out by the employee, who is less than age 50, or
age 60 or more, attracts a lower level of pensionable allowances (and nonpensionable
element of Service Delivery Night Shift Allowance if appropriate)
than that received in total by the employee in his/her old job and, at the date
his/her job ceases, the employee has been fulfilling a role to which these
allowances applied continuously for:
a) more than six months but less than twelve months he /she will be entitled to
receive a lump sum payment equivalent to three months payment of the
difference between the level of allowances in the old job and the new job;
b) twelve months or more but less than twenty four months he /she will be
entitled to receive a lump sum payment equivalent to six months payment of
the difference between the level of allowances in the old job and the new job.
5.4.2 A sliding scale calculation based on yearly increments will then apply in
respect of a maximum of eight years receipt of these allowances when the
employee will be entitled to receive a lump sum payment equivalent to four
years payment of the difference. Receipt of these allowances for more than eight
years will not attract any additional payment.
5.4.3 Where the employee had been fulfilling the duty attracting pensionable
allowances in his/her old job on a rotation basis payment, as set out above, will
be made on a pro-rated basis.
5.4.4 There will be no requirement to recover such payments from the employee
on leaving the business or returning to a higher level of earnings.
5.4.5 Any entitlement as a result of these protections will be set off against the
amount of any increase in the employee’s Pay which the employee enjoys by
reason of redeployment into the new job.
5.5 Protection of Pensionable Allowances – Employees aged 50
or more but less than 60
5.5.1 Employees who are aged 50 or more but less than 60, whose new job
attracts a lower level of pensionable allowances (and non-pensionable element
of Service Delivery Night Shift Allowance if applicable) than that received in
total by the employee in his/her old job and, at the date his/her job ceases, the
employee has been fulfilling a role to which these allowances applied
continuously for more than six months, then he/she will continue to receive the
difference between the old level of allowances and the new, as if they were still
carrying out the previous role. This protection of allowance will continue for a
maximum of ten years or until the employee is aged 60 whichever is the earlier.
5.5.2 Where the employee had been fulfilling the duty attracting pensionable
allowances in his/her old job on a rotation basis, payment as set out above, will
be made on a pro-rated basis.
5.5.3 Employees will be expected to take on responsibilities in the new job
which attract equivalent pensionable allowances to those earned in their old job
wherever possible.
5.5.4 Any entitlement as a result of these protections will be set off against the
amount of any increase in the employee’s pay, which the employee enjoys by
reason of redeployment into the new job.
5.6 Overtime And Non Pensionable Allowances Protection (not
including any non-pensionable element of Service Delivery Night
Shift Allowance which is addressed in 5.4.1)
5.6.1 Where an employee has earned overtime or non pensionable allowances in
the 13 weeks (or 3 months dependent on whether paid weekly or monthly)
immediately prior to the move of job, where there is a reduced opportunity for
overtime and other earnings he/she will receive a lump sum payment
equivalent to the average difference of that last 13 week’s overtime and
allowances pay compared with the first 13 week’s in that new job.
5.6.2 Any entitlement as a result of these protections will be set off against the
amount of any increase in the employee’s pay, which the employee enjoys by
reason of redeployment into the new job.
5.7 Protection of Regional Pay
5.7.1 Where the new job attracts a lesser amount of regional pay than the
employee received in his/her old job and where the combined total of the Pay
and Regional Pay of the new job are less than the combined Pay and Regional
Pay in the old job a compensation payment will be made. A lump sum payment
will be made, based on 3 times the difference between the combined Pay and
Regional Pay of the old and the new jobs subject to a maximum of the rates as
set out in a) to c) below. This lump sum will be paid in two equal annual
instalments, the first payment being made with the employee’s next salary
payment following the end of his/her trial period and confirmation into the new
job. All payments will be made less the usual deductions, including tax and
employee national insurance contributions and will only be made where the
employee is in employment on the date for payment.
a) Move from Inner London to National pay area – £7,000
b) Move from Outer London to National pay area – £3,500
c) Move from Inner London to Outer London – £3,200
5.7.2 For employees whose hours are less than full time the payment will be pro
rata based on the employees contracted hours.
5.7.3 Therefore where an employee moves to a new job in which the regional
pay and basic pay together exceed the amount of the Regional Pay and basic
Pay of the old job (whether or not a reduction in the regional pay element has
occurred), no regional pay protection would be given.
5.7.4 If, within two years after the transfer the employee leaves Consignia, or
moves to an area with higher regional pay, any and all payments made will be
recoverable in full. It is a condition of payment of the above sums that the
employee agrees to such repayment and in particular that any outstanding
monies may be deducted from monies owing to him/her by Consignia.
(Standard Form 1.2.A contains wording for this employee agreement)
5.7.5 In addition to the payments referred to above, the employee will continue
to receive the regional pay element of his/her salary/wage in his/her old job
until such time as his level of Pay and regional pay in the new job (taken
together) equates with or exceeds the level of Pay and regional pay he/she was
receiving in his/her old job immediately prior to the transfer.
5.7.6 Where the employee who is entitled to receive Protection of Regional Pay
is aged between 50 and 60 he/she will have the option of continuing to receive
the current level of regional pay until age 60 (maximum of 10 years) to maximise
pensionable earnings, as an alternative to receiving the lump sum payments and
mark time provision described above.
5.7.7 Where an employee is entitled to receive an excess travelling payment,
regional pay protection will not be netted against the ETE ceiling.
5.8 Additional Protection where new job is at a lower grade
Where the new job is at lower grade efforts will continue to be made to place
the employee at his/her former substantive grade. The search for suitable
alternative employment at his/her former substantive grade will continue.
The employee may opt to take Voluntary Redundancy as an alternative to
taking a transfer to which this policy applies.
5.9 Costs
The costs associated with this policy will be borne by the Parent Business Unit.
5.10 Movement to a job at a higher pay rate
Where an employee is appointed to a post which is at a broadly similar level in
another Business Unit but where the different pay structure will result in a
higher Pay Rate than that he/she enjoys immediately prior to the transfer, the
employee will transfer to the new structure at the incremental step which is
immediately above his or her current actual Pay Rate.
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Any post in any other colour is my own responsibility.
If you like a news story I posted please click the link to show support Any news stories you can't post - PM me with a link
My sharing of news articles should not be interpreted as an endorsement or condemnation of any particular viewpoint or the issues presented. I share them solely for informational purposes.