Xmas Working Update 2

Xmas Working Update

Internal Memo
Update on Xmas Working arrangements.

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Xmas Working

Internal AmeyColas Memo on the subject of Xmas working over the 2008-2009 Xmas period.

Roster for weeks 40 to 52 2008-2009

Roster for weeks 27 to 39 2008

Amey Infrastructure Services

Working Time Policy Statement

It is the policy of AIS to achieve a sustainable working time ethos throughout the business to support health and safety of all our people.

In achieving this policy the working hours will be determined primarily by the need to deliver client requirements while taking the following factors into account:

• Considerations of employee fatigue

• Avoidance of working patterns that might have an adverse impact on health and safety.

• Ensuring that work patterns allow employees scope to ensure they are able to manage their lives in a way that achieves a reasonable balance between work and leisure.

• Legislation and regulatory requirements.

Working hours, time off and rest periods are to be compliant with the legislation and guidance of the Working Time Directive.

The Working Time Directive requires that when averaged over a seventeen-week reference period the working week should not exceed 48 hours unless agreed otherwise by:

• Collective bargaining in accordance with limits identified in the Working Time Directive.

• Restrictions in working hours of young people under the Working Time Directive.

• Relief for emergency work or unusual or unforeseen events. (For the purpose of this policy, Emergency is defined as an event that could not have been reasonably foreseen or predicted within the realistic work planning cycle; the planning cycle will typically be weekly).

• Opt out from restrictions where permitted by the Working Time Directive, in which case the average working hours calculated in accordance with the Working Time Directive should not exceed 55 hours. It is AIS policy that the 55-hour limit will be reduced progressively.

These should also be read in conjunction with the European Community Regulated Operations and Domestic Operations for Drivers Hours.

Work Hours for “young people“, as defined in the Working Time Directive, will be planned to be compliant with the Directive without exception

Working time, time off and rest periods will be monitored and reported using tools meeting local and company performance monitoring requirements.

Signed: Date: 1st May 2007
C C Webster
Managing Director
Amey Infrastructure Services

Approximate rates for 2007-2008

Approximate rates for 2007-2008
Rate are approximate, actual rates may vary somewhat due to the method and point at which the process of rounding up or rounding down is commenced.

Grade/Rate/Weekly/Hourly/4 Weekly

Post Restructured 4.1%

Trackman (New Entrant) = 15269.06464/292.6977247/8.362792134/1170.790899

Trackman (Existing) = 15658.722/300.1671949/8.576205568/1200.66878

Trackman Cat 1 = 15788.847/302.6616038/8.647474395/1210.646415

Leading Trackman Basic = 16310.388/312.6591949/8.933119854/1250.63678

Leading Trackman Cat 1 = 17223.345/330.1599681/9.433141944/1320.639872

Leading Trackman Cat 2 = 17809.428/341.3947859/9.754136741/1365.579144

Track Chargeman Basic = 18265.386/350.1351949/10.0038627/1400.54078

Track Chargeman Cat 1 = 19177.302/367.6160128/10.50331465/1470.464051

Track Chargeman Cat 2 = 19762.344/378.8308754/10.8237393/1515.323502

Ex-British Rail 4.1%

Leading Trackman Basic = 17224.386/330.1799233/9.433712095/1320.719693

Leading Trackman Cat 1 = 18135.261/347.6407859/9.932593884/1390.563144

Leading Trackman Cat 2 = 18722.385/358.8955591/10.25415883/1435.582236

Track Chargeman Basic = 19178.343/367.6359681/10.5038848/1470.543872

Track Chargeman Cat 1 = 20089.218/385.0968307/11.00276659/1540.387323

Track Chargeman Cat 2 = 20674.26/396.3116933/11.32319124/1585.246773

Supervisory grades etc. 2.3%

SM1 Band 1 = 22534.644/431.9740064/12.34211447/1727.896026

SM1 Band 2 = 23512.79656/450.7245347/12.87784385/1802.898139

SM1 Band 3 = 24530.90412/470.2409736/13.43545639/1880.963894

SM1 Band 4 = 25592.69287/490.5947514/14.0169929/1962.379006

SM1 Band 5 = 26734.00377/512.4729156/14.6420833/2049.891663

SM1 Band 6 = 27866.35442/534.179318/15.26226623/2136.717272

SM1 Band 7 = 29074.683/557.3421661/15.92406189/2229.368665

SM2 Band 1 = 25924.866/496.9622875/14.1989225/1987.84915

SM2 Band 2 = 26989.37068/517.368128/14.78194652/2069.472512

SM2 Band 3 = 28090.36049/538.4733639/15.38495326/2153.893456

SM2 Band 4 = 29233.91144/560.3944686/16.01127053/2241.577874

SM2 Band 5 = 30425.62371/583.2387931/16.66396552/2332.955172

SM2 Band 6 = 31674.45752/607.1780994/17.3479457/2428.712398

SM2 Band 7 = 32967.198/631.9590671/18.05597335/2527.836268

TO step 1 = 13359.357/256.0899105/7.316854587/1024.359642

TO step 2 = 14322.94776/274.561299/7.844608542/1098.245196

TO step 3 = 15390.33666/295.022428/8.429212228/1180.089712

TO step 4 = 16253.88004/311.5759752/8.902170719/1246.303901

TO step 5 = 16552.92813/317.3085265/9.065957901/1269.234106

TO step 6 = 17860.00352/342.3642847/9.781836707/1369.457139

TO step 7 = 19178.27921/367.6347452/10.50384986/1470.538981

STO step 8 = 20707.1206/396.941609/11.34118883/1587.766436

STO step 9 = 21814.83059/418.1756663/11.94787618/1672.702665

STO step 10 = 22389.378/429.1893546/12.26255299/1716.757419

STO step 11 = 23404.15362/448.6419224/12.81834064/1794.567689

STO step 12 = 24182.57469/463.5637321/13.24467806/1854.254928

STO step 13 = 25668.85493/492.0547271/14.05870649/1968.218908

STO step 14 = 26100.0666/500.3207656/14.29487902/2001.283062

PTO step 15 = 27335.46005/524.002429/14.97149797/2096.009716

PTO step 16 = 27832.75351/533.5352111/15.24386317/2134.140844

PTO step 17 = 28965.10417/555.2416134/15.8640461/2220.966454

PTO step 18 = 30181.4571/578.558283/16.53023666/2314.233132

PTO step 19 = 31481.8123/603.4852198/17.24243485/2413.940879

PTO step 20 = 32902.01075/630.7094713/18.02027061/2522.837885

Restructuring agreement

Jarvis Rail
Restructuring Agreement (Implemented from 2.7.99) (Updated 9 August, 2005)

for

(Ex-BR/Ex Fastline/Ex-Jarvisrail/Ex Grantrail staff TUPE transfered to AMEYCOLAS)

including

Points of Interpretation
and
Agreed guidelines and clarifications to assist application

Also additional notes on related items

---------------------------------------------

Contents
1 Scope
2 Grade Structure, Annual Salaries and Salary Ranges
(all rates of pay shown are effective from 6 April, 2003)
3 Aims and Objectives
4 Hours and Rostering
5 Payment of Salary
6 Contingency Cover and Higher Grade Duty
7 Allowances
8 Expenses
9 Subsistance
10 Meal breaks
11 Overtime and Enhancements
12 Leave
13 Sick Pay Arrangements
14 P T & R
15 Pensions
16 Long Service and retirement Awards
17 General


Appendix A (Special Leave Arrangements)
Appendix B (Rostering Guide Lines and Points of Interpretation, Introduction)
Points of Interpretation
Agreed guidelines and clarifications to assist application
Notes : Rates of pay for former BR committed staff, LTM B, LTM Cat 2, TCM Cat 2
Notes : Calculation of higher grade duty payments, post restructured staff
Notes : Calculation of higher grade duty payments, former committed staff
Notes : Supervisory higher grade duties
Notes : Period of Sick Pay
Notes : Scale Meal Allowances etc, etc.


1 Scope
This agreement embraces:
Within Infrastructure Maintenance and Renewals
¨ permanent way grades
¨ workshop grades
¨ S&T grades 1-6
¨ field based professional and technical grades
¨ workshop supervisors
¨ civil engineering supervisory managers
Within the Professional Engineering Services Group (Rail Projects)
in Project Delivery/Minor Works
¨ workshop and workshop supervisory grades employed on the civils
works activity,
¨ field based professional and technical grades
in Professional Services
¨ bridge examiners,
¨ structures examiners,
¨ outside parties = supervisors and conciliation grades
¨ field based professional and technical grades
in Geo-technical Services
¨ supervisory managers, conciliation,
¨ field based professional and technical grades
Within Signal and Telecommunications (Rail Projects):
¨ S&T 1- 6 employed within the Installation and Testing Division
Within the Electrification Group (Rail Projects):
¨ workshop, conciliation and supervisory groups

¨
Within the Plant Division (Rail Projects):
¨ small plant fitters, assistants and supervisors
Maintainer/Operators
These employees are currently employed on a package that
acknowledges the unique working requirements of their activities.
Consideration will be given to amending these arrangements in line with
these proposals.
It is agreed that the elected representatives of this group are to consider
the appropriate restructuring in the light of the activities undertaken.
These considerations will include the principles and benefits of this
package.

2 Grade Structure, Annual Salaries and Salary Ranges
(all rates of pay shown are effective from 6 April, 2003)
The agreed salary will apply.
Pway Conciliation .......Yearly ......4 Weekly ....Hourly
...........................................£ ...................£ ..............£
TMB (New Entrants) 13798.91 ....1058.06 ......7.55
TMB (Existing).......... 14152.20 ....1085.15 ......7.75
TM 1 ............................14268.59 ....1094.07 ......7.81
LTM B .........................14741.36 .....1130.32 .....8.07
LTM 1 .........................15565.36 .....1193.51 .....8.52
LTM 2 .........................16094.78 ....1234.10 .....8.81
TCM B .........................16506.78 ....1265.69 .....9.04
TCM 1......................... 17330.78 .....1328.87 .....9.49
TCM 2 .........................17860.20 ....1369.47 .....9.78
URFDO 2 .....17340
WELDER B ..16026
WELDER 1 ...16826
WELDER 2 ...17340

OVERHEAD LINE
.............................................£
TRAINEE LINESMAN 14312
LINESMAN 1 ................16597
LINESMAN 2 ................18418
(Less than 12 months in grade)
LINESMAN 2 .................18666
(More than 12 months in grade)
SENIOR LINESMAN ....20740

CE Supervisory Managers

Existing SM1 grades and SM2 grades will be assimilated into a single range
which is re-classified as SM1.

The existing SM3 range is re-classified as SM2 and the band within each of the
new ranges reduced to 7 as follows:-

Yearly 4 Weekly Hourly
SM1........£...............£...........£
Band1 20722.57 1588.95 11.34
.........2 21622.79 1657.97 11.84
.........3 22559.06 1729.76 12.35
.........4 23535.50 1804.63 12.89
.........5 24585.07 1885.11 13.46
.........6 25626.40 1964.96 14.03
.........7 26737.77 2050.18 14.64
SM2 ........£...............£............£
Band 1 23842.44 1828.17 13.05
..........2 24819.91 1903.12 13.59
..........3 25832.40 1980.75 14.14
..........4 26884.03 2061.39 14.72
..........5 27979.95 2145.42 15.32
..........6 29128.40 2233.48 15.95
..........7 30317.02 2324.62 16.60

Field-based Professional & Technical Grades

The definition of Field-Based is employees whose duties would include some
weekend and midweek night work in order to meet the requirements of their
job description.

There will be a salary band for field based professional and technical grades:-
Not updated yet, still 2003 rates
£
Step 1 11928 )
Step 2 12788 )
Step 3 13741 )
Step 4 14512 ) Former TO grade
Step 5 14779 )
Step 6 15946 )
Step 7 17123 )
Step 8 18488 )
Step 9 19477 )
Step 10 19991 )
Step 11 20896 ) Former STO grade
Step 12 21591 )
Step 13 22918 )
Step 14 23303 )
Step 15 24406 )
Step 16 24850 )
Step 17 25861 ) Former PTO grade
Step 18 26947 )
Step 19 28108 )
Step 20 29376 )
S&T Grades (excluding Design and Technical Support)
...................£.............£
Grade 1 13397 - 14655
Grade 2 14655 - 17169
Grade 3 17169 - 19798
Grade 4 19798 - 23285
Grade 5 23285 - 26772
Grade 6 26772 - 30655

As part of future pay reviews and in addition to any negotiated cost of living
increase, a 2% additional increase will be available. This will enable progress
through the range year on year until the new range maximum is reached.
Workshop Grades (other than OTM)
..............£
Cat 3 16597
Cat 4 17855
Cat 4 Craft Interchangeable (CI) 19055
Cat 4 Non CI Chargehand, Controlling non CI
Up to 5 staff supervised 18925
6-10 staff supervised 19105
Over 10 staff supervised 19284
Cat 4 Chargehand controlling (C.I.) 19912
Cat 4 C.I. Chargehand controlling (C.I)
Up to 5 staff supervised 20198
6-10 staff supervised 20387
Over 10 staff supervised 20580
Apprentices
Trainee 9999
Stage 1 12141
Stage 2 14998
Stage 3 15355
Workshop Supervisors (other than OTM)
Grade C 20822
Grade D 22673
Grade E 24616

Workshop Grades (OTM)
................................................£
OTM Assistant Step 1 ...16791
OTM Technician Step 2 18225
Step 3 ..............................19659
Step 4 ..............................20655
Step 5 ..............................21532
Workshop Supervisors (OTM)
................£
Step 1 25925
Step 2 26444
Step 3 26926
Step 4 27481
Machine Operators
There will be three grades of machine operator:
£
(i) Trainee Operator 16004
(ii) Machine Operator 18861
(iii) Machine Operator / Conductor 20575
It should be noted that On-track Machine Operators / Conductors will be required to comply with the 2 hours compulsory overtime criteria if their machine breaks down or is detained on the main line.

In particular the On-track Machine Operator / Conductor is regarded as the person in charge of the machine and consequently will be required to complete their diagrammed work when late operations occur in such situations relief staff will be provided as soon as practicable.

Existing committed workers

Employees who were committed under the principles of the BRB 1979 agreement receive a personal allowance of £825.03p per annum consolidated.

3 Aims and Objectives

3.1 To have modern terms and conditions that are consistent with the business objectives and contractual obligations of Jarvis Rail.

3.2 To simplify and standardise conditions of employment for employees.

3.3 To give employees a higher basic rate of pay and harmonisation of the basic working week and annual leave arrangements but with opportunities to increase earnings through voluntary overtime.

3.4 To create a framework within which employees’ training and development can be linked to both the requirements of Jarvis Rail and employees’ personal aspirations.

3.5 To encourage and reward the attainment and use of skills that are needed within Jarvis Rail.

3.6 To acknowledge that where the work is carried out at nights and weekends the remuneration is appropriate.

3.7 To improve the working arrangements for the mutual benefit of the employees and Jarvis, whilst at the same time keeping Jarvis Rail competitive and able to win new contracts.

3.8 To increase pensionable pay whilst taking into account Pensions Management and actuarial advice.

3.9 To introduce a framework for movement through the S&T ranges; a higher salary increase is proposed for employees at the lower end of the range.

3.10 Consolidation of as many allowances as possible associated with hours of work and working practices into the agreed salary or salary range will simplify the administration of time sheets.

3.11 To eliminate the use of contract labour by the best use of existing employees, including the opportunity for overtime.

3.12 That there be no redundancy as a result of this restructuring.

4 Hours and Rostering

4.1 Employees will be rostered for an average of 35 hours per week.

4.2 455 hours will be rostered over a 13-week period. (This is a basic working time equivalent to a 35 hour week).

4.3 The hours of cover will be determined by local management, following consultation with the Staff Representatives concerned. Rosters will continue to be the subject of negotiation with local representatives and in the event of disagreement will be dealt with in accordance with Stage 2 of The Machinery. In the event that this fails to resolve a dispute, then the matter will be referred to the Full Time Divisional Officer/ERM.

4.4 Agreed rosters will be published in advance with a minimum of 4 weeks notice before the commencement of a 13-week cycle.

4.5 A maximum number of 5 shifts can be rostered within the 7-day week.

4.6 The maximum rostered or voluntary turn length will be 12 hours with a minimum rostered turn length of 7 hours. Minimum turn length could be reduced to 6 hours by local agreement.

4.7 By local agreement the maximum number of hours that can be rostered in one week will not exceed 46 hours. For continuous cover staff such as S&T Fault Teams this can be increased by local agreement. The minimum number of hours that can be rostered in a week is zero. The average number of rostered hours over the 13-week cycle will always be 35.

4.8 The rostered week is a calendar week commencing 18.00 hours Friday and finishing 17.59 the following Friday. The principal reason for this starting time is to allow timesheets to be processed and to avoid confusion over the definition of weekend shifts if the week started say at 00.01 Sunday. (See section 11 for overtime and enhancement rates)

4.9 The minimum rest interval between turns will be 12 hours. An employee who as a result of working a voluntary or emergency turn cannot, after taking 12 hours rest, complete 50% of their next rostered shift will be guaranteed payment for the rostered shift in question.

When a rostered turn is curtailed in order to allow 12 hours rest to enable an alternative shift to be undertaken, payment for the curtailed rostered shift will be made.

4.10 Where employees are rostered a day free from duty, there will be a minimum of 32 hours between the rostered booking off and on times. Where employees are rostered free from duty for two days, there will be a minimum interval of 56 hours between the rostered booking off and on times. This may be reduced by local agreement. In addition it is accepted that 48 hours is the minimum that will apply in continuous rostering situations. In this case, as a result of taking a two day break of 48 hours, more than two consecutive days free from duty are subsequently built into the roster pattern.

4.11 A minimum of 48 hours notice will be given by the employer of an intention to alter a rostered turn of duty (except under exceptional circumstances). This does not permit the changing of rosters without going through the negotiating procedure.
The provisions of this paragraph do not permit the changing of “days free from duty” without the agreement of the individual concerned.

Employees wishing to change a rostered turn, including the taking of leave, will be expected to give a minimum of 48 hours notice (except in exceptional personal circumstances).

4.12 There will be a minimum of 5 complete weekends rostered free from duty in the 13-week cycle. This does not preclude employees from volunteering for overtime during those weekends. A weekend is defined as 1800 Friday until 0759 Monday.

4.13 During the 8 weeks in the 13-week cycle that an employee is available for weekend work, no more than 10 weekend shifts can be rostered.

The number of weekend shifts which can be rostered in respect of continuous cover staff such as S&T Fault Teams will be no more than 12.

The arrangements for the rostering of the weekend shifts are to be kept flexible in order to meet the variety of working requirements within the Jarvis Group.

4.14 Midweek night shifts can be rostered for a maximum of 1 week in 3 (average). Midweek nights are defined as shifts which fall between 2000-0759 Monday to Friday (am). No more than 4 consecutive weeks of nights can be rostered at any time and would be followed by 4 weeks of days.

However, where working requirements necessitate more frequent night working this will be agreed by seeking volunteers and by incorporation into the requirement of the posts in question. Any positions which currently incorporate a more frequent night shift requirement continue on that basis.

4.15 Work will be carried out at nights and weekends only when this is the most cost effective time to do the work. Friday night working will be rostered to a maximum of 2 in a 13 week period. For continuous cover staff such as S&T Fault Teams the arrangements for Friday night working are controlled within the limits of the number of weekend turns that can be rostered within the 13 week period.

4.16 The need to ensure cover requirements when operations are disrupted may require continuous cover staff such as S&T Fault Teams to work up to two hours at the end of a shift or turn, but this requirement will be subject to a maximum of four hours per week. Hours worked under these circumstances will be in addition to the rostered turn and will be paid at basic rate plus any appropriate enhancement in accordance with paragraph 11.2 (with a minimum of 2 hours).

4.17 Compassionate consideration will be given to acknowledging individuals’ exceptional personal circumstances when rosters are being developed. If an individual feels that he/she is being treated unfairly he/she will be able to appeal to the monitoring group.

4.18 Paid travelling time between depot or agreed altered booking-on point and worksite will be provided for in the agreed roster.

4.19 For continuous cover staff such as S&T Fault Teams any necessary relief cover can be provided by incorporating this within the establishment or by rostering arrangements.

Where no separate relief is incorporated the relief element must be identified in the roster.

Further details of how rostering arrangements will be applied will be shown in
Question and Answer form in Appendix B.

5 Payment of Salary

Payment of salaries will be made on a 4-weekly basis by credit transfer to a bank or building society (within the BACS system).

The 4-weekly payment will include
¨ 140 hours basic pay (ie 4 x 35 hours)
¨ enhancements for weeknights and weekends worked
¨ payment for additional overtime worked (including any
enhancements applicable)

Weekly pay slips will be provided.

Those employees who are currently on weekly bank transfer will be permitted to retain their existing arrangements.

6 Contingency Cover and Higher Grade Duty

6.1 Additional Cover Requirement -S&T and Supervisory Grades.

Whilst normal rostering arrangements will provide adequate cover for most normal operational situations, there will remain a need to provide emergency cover outside of the rostering arrangements.

Such cover has traditionally been provided through contingency cover arrangements which will continue as a necessary feature of this agreement.

The contingency cover arrangements will be determined by the local manager and consulted locally with staff representatives. The intention will be to minimise the number of employees involved. The policy will be to ensure that contingency cover does not arise on days free from Jarvis Rail activity. This cannot however be guaranteed as compliance with the policy cannot be achieved where, for example, the rostering arrangements provide for all employees of a group to be rostered free from duty at the same time.

In situations where cover is required to maintain services and employees are committed to attend outside their normal rostered hours, a payment for each occasion on which an employee is on contingency cover will be based on 1/7 of 25% of the basic weekly rate of pay. An occasion is deemed to be any continuous period of time not exceeding 24 hours. Hours worked will be paid at the basic rate plus appropriate shift premiums and will be in addition to the rostered hours.

Reimbursement of telephone rental and calls made on Company business will be made.

Where the job specification includes this arrangement, this will be indicated in the advertisement for the post.

A minimum payment of two hours plus the appropriate enhancement in accordance with paragraph 11.2 will apply to any emergency call requiring attendance.

6.2 Higher Grade Duty

If, on any day, an employee works for 2 hours or more of their turn in a
higher grade, payment of the appropriate higher grade for the full turn will be made.

Where the post in question has a salary range, the higher grade rate will be the minimum of the range of the post being covered or 5%, whichever is the greater.

After completion of three months continuous higher grade duty an employee will be eligible for payment of holiday and sickness pay at the higher rate.

7 Allowances

The following allowances will be paid:

London, South East Allowances, and Skills Retention Payments, Shift Enhancements

Employees currently in receipt of meal allowance will have this replaced by a meal protection payment. Employees currently in receipt of a meal protection payment will retain that payment.

8 Expenses

Authorised expenses reasonably incurred in the conduct of the company’s business will be reimbursed and should be supported by a VAT receipt where available.

9 Subsistence

A subsistence payment is made to those staff who have volunteered to work away from their home and work location and where it is not practical for the individual to commute to the site of work.

The Inland Revenue definition is that to qualify for the payment to be nontaxable it must be ‘actually and necessarily incurred’ expenditure and that it be auditable.

Agreement has been reached with the Inland Revenue for a non-taxable payment up to a maximum of £45 per night. If this amount is exceeded receipts will be required for the whole amount. Any portion not receipted will be treated as taxable.

In general terms the subsistence payment of £45 per night is payable to those working in the London area and £40 per night to those working out of the London area.

Local arrangements currently in place will continue.

10 Meal Breaks

10.1 Times for meal breaks will be agreed locally.

10.2 Where the agreed roster does not provide for a meal break then paid breaks will be provided in line with legislation, and suitable facilities will be provided in line with HSE standards regarding welfare facilities.

10.3 Where the agreed roster includes a meal break, this will be unpaid.

Suitable welfare facilities will be provided in line with HSE standards.

11 Overtime and Enhancements

11.1 Enhancements are to be paid and will reflect the unsociability of the hours worked and payment will be made for hours worked as follows:-

11.2 Day shift 06.00 – 19.59 Monday to Thursday Basic
Day Shift 06.00 – 17.59 Friday Basic
Night Shift 20.00 – 07.59 Monday – Friday (am) + 25%
Weekend 18.00 Friday – 07.59 Monday + 50%
Bank Holiday* + 50%
* Bank Holiday shift enhancement will apply to the designated Bank Holiday shift. Employees will be entitled to a day’s annual leave for every bank holiday worked which when taken will be paid in accordance with the arrangements set out in paragraph 12.1.7.

Christmas Day, Boxing Day and New Year’s Day will attract an additional enhancement to be negotiated by the Pay & Benefits Forum.

11.3 Overtime

Overtime worked during a night shift period or during a weekend period will be paid at the appropriate enhanced rate at shown above.

Overtime worked during the day shift period as defined above will attract an enhancement of 10% for the overtime hours worked.

12 Leave

12.1 Employees covered by these proposals will be entitled in any one calendar year to 26 days leave (28 days after 10 years service), which should be agreed in advance by their local Manager.

Individuals currently in receipt of a higher entitlement will retain that entitlement on a personal basis which will include any increase due after completion of ten years service. Any employee who has a total current annual leave and bank holiday entitlement in excess of these arrangements will retain this on a personal basis.

12.1.2 Employees will be entitled to 14 days consecutively free from duty during the recognised summer period (1 May – 30 September). For rostering purposes this equates to 10 annual leave days.

12.1.3 In total a minimum of 15 days leave (3 x 5 days) must be taken as full weeks. All other leave will be on a per turn basis (i.e. a day for a day).

Existing S&T employees retain their current leave arrangements.

12.1.4 It is Company policy for employees to take their full leave entitlement in the relevant year. Should exceptional circumstances prevent any employee from taking their full annual leave entitlement in the calendar year, subject to approval by the Local Manager, the leave outstanding may be carried over into the next calendar year on the strict understanding that it is cleared by 31 March of that year.

It is also Company policy to permit, in certain circumstances, annual leave to be rolled over from one year to another to permit an extended visit abroad.

12.1.5 New entrants will be entitled to leave after one month’s service in accordance with the first column of the matrix overleaf.

12.1.6 Those employees with at least 12 months’ service who resign will be entitled to annual leave based on a calculation graduated on a monthly basis using the second/third column of the matrix below.

.......................New Entrants........Leavers..................Leavers
.........................12 months-........>10 years ........10 years service service
Service........Number of Days Number of Days.....Number of Days
.........................Equivalent............equivalent.............equivalent
After 1 month........2..........................2..........................2
2 months................4..........................4..........................4
3 months................6..........................6..........................7
4 months................8..........................8..........................9
5 months...............10........................10.......................11
6 months...............13........................13.......................14
7 months...............15........................15.......................16
8 months...............17........................17.......................18
9 months...............19........................19.......................21
10 months.............21........................21.......................23
11 months.............24........................24.......................25
12 months.............26.......................26........................28

12.1.7 An annual leave premium will be paid during periods of annual leave. This will be based on 40% of the difference between the previous year's annual basic salary and previous year's total earnings recalculated on a pro rata basis to form a daily annual leave premium.

12.1.8 Year of Retirement

Employees retiring from the service on reaching 60 or more years of age will receive their full annual leave entitlement for that year. If the period between 1 January and the retirement date does not permit all of the leave to be taken before retirement, payment will be made in respect of outstanding days.

12.1.9 Ill Health Retirement

Employees leaving the service under the ill health arrangements will receive their full annual leave entitlement for that year. If the period between 1 January and the retirement date does not permit all of the leave to be taken before retirement, payment will be made in respect of outstanding days.

12.2 Bank and Public Holidays

12.2.1 The bank and public holidays recognised under these proposals are as follows:-

England and Wales Scotland
¨ New Year’s Day ¨ New Year’s Day
¨ Good Friday ¨ 2nd January
¨ Easter Monday ¨ Easter Monday
¨ May Day ¨ May Day
¨ Spring Bank Holiday Monday ¨ Trades Holiday
¨ Late Summer Bank Holiday ¨ Late September
Monday ¨ Christmas Day
¨ Christmas Day ¨ Boxing Day
¨ Boxing Day

12.2.2 Bank and Public Holidays are days during which maintenance and renewals work will still have to be programmed and undertaken and it is necessary for these requirements to be recognised.

The company policy will be to seek volunteers to cover bank holiday working. If there are insufficient volunteers the company reserves the right to roster employees with the exception of Christmas Day, Boxing Day and New Year’s Day.

12.2.3 Where a person is rostered a day free from duty on a Bank Holiday they will be granted a day's leave in lieu which when taken will be paid in accordance with the arrangements set out in paragraph 12.1.7.

12.2.4 Employees who work a Bank Holiday whether on a rostered shift or a voluntary shift will be entitled to a days leave, which when taken will be paid in accordance with the arrangement set out in paragraph 12.1.7.

12.3 Special Leave

Details shown in Appendix A

13 Sick Pay Arrangements

The sick pay arrangements are not changed by this agreement.

14 PT & R

All the current PTR&R arrangements will remain in force.

15 Pensions

Actuarial and Pensions Management advice has been sought on the matter of pensionable pay.

It is proposed that each employee's current pensionable pay (basic pay which is pensionable) will continue to be pensionable for all service.

In addition, a Pensionable Restructuring Premium will be introduced which will be pensionable for future service only and will apply from the date of implementation of this agreement.

The pensionable restructuring premium will be the difference between the current basic rate of pay and the rates of pay tabled in the restructuring proposal dated 12 October 1998.

The level of the pensionable restructuring premium will be the subject of further review when the results of the current pension scheme evaluations are completed.

16 Long Service and Retirement Awards

The following recognition will apply in respect of the above:
10 years’ service = vouchers equating to the value of £150
25 years’ service = vouchers equating to the value of £250
35 years’ service = vouchers equating to the value of £400

An additional award for retirement will be made to employees retiring who are over 50 years of age and have completed at least 10 years service. The value will be the same as for long service.

Employees retiring under the ill-health arrangements will receive a similar award as long as they have completed at least 10 years service.

17 General

In order to assist with the interpretation of this document, a “Rostering Guidelines and Points of Interpretation” document is attached in Appendix B.

Existing agreements that are not affected or re-negotiated as part of this restructuring will continue to apply.

Appendix A

Special Leave Arrangements

1 Leave of Absence to Attend Funerals of Near Relatives

Leave with pay, normally not exceeding one day will be granted to employees to enable them to attend the funeral of a wife or husband, child, father, mother, stepfather, stepmother, brother, sister, stepbrother, stepsister, mother-in-law and father-in-law, grandfathers or grandmothers.

This clause will also apply to common law, including same sex partners and any child for whom the employee has guardianship.

When the employee is the sole member of the family responsible for making all the arrangements in connection with the funeral, a total of five days leave will be granted.

2 Domestic Leave with Pay

Subject to the local Manager being made aware as to the merits of the case, employees unable to take up their rostered turn of duty as a result of a catastrophe at home, such as fire, flooding, burglary, etc., or because of other exceptional domestic circumstances, will be granted a day’s leave with pay at standard rate.

3 Special Leave for Household Removals

Subject to the local Manager being satisfied as to the merits of the case, and exigencies of the service permitting, employees who are householders or become first time householders will be granted one day’s leave of absence, at standard rate, for the purpose of removing their household effects.

4 Day’s Leave with Pay on Day of Marriage

A day’s leave with pay will be granted to an employee on the day of his/her marriage, when the wedding takes place on a day constituting part of the individual’s normal rostered guaranteed week, and upon which the individual would have been rostered to work.

An individual whose day of marriage coincided with a day free from duty would not qualify.

5a Maternity Leave (6 April 2003)

Maternity Leave will be granted in line with legislation.

Maternity Leave and pay are as follows:-
26 weeks ordinary Maternity Leave (no service qualification)
26 weeks additional Maternity Leave (if 26 weeks service 15 weeks before
EWC)
Weeks 1-6 full basic pay
Weeks 7-26 £100 per week (26 weeks pay if 26 weeks service 15 weeks before
EWC)

5b Adoption Leave (6 April 2003)

Adoption Leave will be granted, the criteria as prescribed in legislation.

Adoption Leave and pay are as follows:-
26 weeks ordinary Adoption Leave (no service qualification)
26 weeks additional Adoption Leave (if 26 weeks service at date of
placement)
Weeks 1-6 full basic pay
Weeks 7-26 £100 per week (26 weeks pay if 26 weeks service at date of
placement)
6 Paternity Leave (6 April 2003)
Paternity Leave will be granted in line with legislation.
Paternity Leave and pay are as follows:-
Up to 2 weeks paid Paternity Leave
3 days full basic pay
7 days £100 per week or 90% weekly earnings whichever is the lower
7 Leave when Attending Hospital or Dentist

Employees required to attend hospital or dentist for treatment or consultation to be granted leave at the standard rate of pay in respect of the time absent on the understanding that time off duty for this purpose would be kept to an absolute minimum. Sympathetic consideration will be given in cases where employees have made arrangements for a dental appointment outside a turn of duty which subsequently, Management required to be changed to a time which would prevent the appointment being kept. Reasonable costs incurred due to postponement in such cases will be reimbursed if accompanied by receipts.

8 School Governors

Up to five days unpaid leave per annum will be granted to employees serving as School Governors for the performance of the duties associated with that office.

9 Blood and Plasma Donors

It is the practice to grant leave with pay to employees who enrol as blood or plasma donors if the transfusion is direct to the patient on the understanding that time off duty for this purpose would be kept to an absolute minimum. If the transfusion is for storage purposes the donor is expected to attend outside working hours, but where this cannot be arranged, leave with pay may be granted.

Note: The donation of blood/plasma is a personal voluntary gesture on the part of the individual and generally employees who wish to donate blood/plasma do so in their own time at the donation session organised by the appropriate transfusion service, hence the question of time off duty does not normally arise. However, where the Company collaborates with the Blood Transfusion Service by arranging donation sessions at certain locations, employees who wish to attend can be released, will continue to be allowed reasonable time off work with pay for as long as they are required by the transfusion team, which is usually about half an hour.

Additionally, arrangements will be made for any requests received from employees for leave with pay for the purpose of donating blood/plasma in special and exceptional circumstances, e.g., donations on request direct to a patient or a hospital, to be dealt with in future according to their individual merits.

10 First Aid

The current annual leave arrangements in respect of qualified first aiders will continue.

11 Leave of Absence to be Granted to Employees Undertaking Civic or Public Duties

The following arrangements apply:-
(i) Employees Holding the Office of Lord Mayor, Lord Provost, Mayor or Provost, and Chairman of County Council

Employees elected to the Office of Lord Mayor, Lord Provost, Mayor or Provost or Chairman of a County Council may be given leave of absence as necessary to enable them to fulfil their civic duties and during such absence the Company will pay them their standard pay less the amount payable to them in respect of the performance by them of approved duties under Part VI of the Local Government Act, 1948.

(ii) Employees Serving as Members of Local Authorities or Certain
Other Public Bodies (Other than Occupants of Offices Mentioned
in (i) above)

Leave without pay may be allowed, as necessary, up to a maximum of 40 days per annum, to employees serving as members of Local Authorities or other public bodies (other than occupants of offices mentioned in (i) above).

Employees to the office of ‘town’ mayor may be allowed, as necessary, leave without pay up to a maximum of 40 days per annum. Some latitude may, however, be exercised in giving consideration to individual cases and a limited amount of additional leave may be granted where it is essential for the proper performance of the duties of office, provided the leave can be granted without interference with the conduct of the Company’s business.

Members of Local Authorities and of other bodies specified in the Local Government Act, 1948 are entitled to such payment out of public funds as is provided by Part VI of the Act.

(iii) Employees Proposed by the Company or Other Body, and Appointed to Serve on Statutory Tribunals or Statutory Committees (e.g. Appeal Tribunals, Local Employment or Re-Instatement Committees)

Leave with standard pay may be granted as necessary to employees proposed by the Company to serve on Statutory Tribunals or Statutory Committees such as Appeal Tribunals, Local Employment or Re-Instatement Committees. Any fees received in respect of duties performed up to the amount of standard pay granted during absence to be paid into the General Revenue of the Company.

Leave without pay may be allowed as necessary to employees nominated by an outside body to serve on Statutory Tribunals or Statutory Committees such as those mentioned above.

(iv) Employees Appointed as Magistrates

Up to 18 days leave with standard pay per annum may be granted to employees for performance of magisterial duties.

(v) Employees Serving as Jurors

Leave with standard pay will be granted to employees attending for service as jurors.

It is agreed that in those cases where employees have made application to court officials for release form Jury Service on a day free from duty and this has not been conceded, the employees may be allowed an alternative day(s) off at the earliest opportunity, subject to their certifying that their application for release from Jury Service had been declined. When a week’s Jury Service from Monday to Friday inclusive prevents employees from taking their scheduled no duty day(s) due to an involvement with a prolonged case or the court official’s non co-operation, then a no duty day in lieu will be granted on the Saturday or Sunday.

(vi) Employees Attending Judicial Proceedings including Coroner’s Court other than as Jurors

Leave without pay will be granted to employees attending Court on subpoena or witness summons required by the Court to attend in any capacity. Any pay lost in this way should, if possible be recovered from the party requiring the attendance, or from the Court where witnesses are paid out of public funds.

Leave without pay will be granted to employees attending as a Plaintiff, Defendant, Petitioner or Respondent or in any similar capacity.

Standard pay will be payable to employees instructed to attend judicial proceedings as witnesses, or in any other capacity for the Company. Any sums recovered in respect of the witnesses’ attendance (other than for subsistence) must be paid into the general revenue of the Company.

(vii) Rearrangement of Turns of Duty

Where turns of duty can be rearranged to enable employees to undertake public duties in their own time instead of granting leave of absence, either with or without pay, this should be done.

(viii) General

All such leave to be subject to the exigencies of the service, except that employees receiving a subpoena or direction from a Court to attend proceedings must be allowed the necessary leave. ‘Standard pay’ means the normal 37-hour salary rate only.

12 O.H.M.S.

Territorial Army and other Voluntary forces of the Crown - Leave to attend Annual Camp, or Associated Training Courses.

Two week’s leave for attending camp may be granted annually to employees joining the Territorial Army and other voluntary forces of the Crown, and whilst at Camp, pay will be made up to the standard Civil pay for two weeks.

Where annual leave is taken to coincide with the annual period of camp, the make up of pay will be in addition to normal annual leave pay. No distinction in the granting of leave will be made between married and single men.

13 Call up of Reservist of the Armed Forces

(i) Employees called up for emergency service as Reservists of the Armed Forces will be treated as absent from duty with leave and, on their return, subject to being physically and otherwise fit will be re-instated in positions as nearly as possible similar to those vacated by them

(ii) Civil pay will cease on the day on which work with the Company ceases.

(iii) Reservists who are members of the permanent staff and whose civil pay exceeds their Service emoluments will be eligible for make-up of civil pay on the basis shown in Clause (iv).

(iv) The Civil pay will be the standard rate of pay of the post to which the employee has been appointed at the date of call-up and will include London Allowance, where applicable, and also any allowances which rank as part of basic pay.

An employee will be entitled to the benefit of any increments which may become due on the salary scale of the appointed post while serving with the Forces.

The total service pay and all service allowances will be taken into account in calculating make-up of civil pay.

(v) Any increase in service pay or allowances will necessitate a corresponding reduction of any balance of civil pay.

It will be the responsibility of the employees serving with the Forces to supply full information every three months, where possible, concerning their service pay and allowances to the appropriate Officer of the Company. Forms will be available on which such information should be submitted. The form should be certified by the appropriate Pay Officer in the Forces.

(vi) The contributions of employees in respect of pensions or similar funds will be deducted from any balance of civil pay, and similar arrangements will be made in respect of other authorised deductions.

Where contributions are based on the rate of pay, advances of salary or wage which become due will be credited to the individuals concerned for the purpose of determining the amount of the contributions.

In cases in which any balance of civil pay is not sufficient to meet pension or other charges, it will be necessary for the employees concerned to make arrangements for the payment of the amounts due.

(vii) The current arrangements as to the issue of free or privilege travel tickets will be applicable to employees called-up while serving with the Forces.

Free and privilege travel tickets will not be granted in cases where employees are able to recover their fare from the Government, either by warrant or otherwise.

Where the employees themselves are unable to apply, free travel tickets may be issued upon direct application by their spouses.

Where employees take their annual leave to coincide with their annual period of camp, they shall receive up to two weeks payment of balance of civil pay, in addition to their normal annual leave pay.

Where employees take special leave with pay for the purpose of attending camp, such paid leave will also attract the appropriate annual leave premium.

Appendix B

Rostering Guide Lines And Points Of Interpretation

Introduction

The rosters will contain details of shift lengths, rest periods and hours that can be
negotiated in a 13 week period. This paper summarises these “rules” but also is a guide to what rostering will mean to employees, particularly the opportunity for more leisure time or to volunteer for overtime work.

The “Rules”

· a maximum of 455 hours can be rostered in the 13 week period i.e. an average of 35 hours a week.

· a maximum number of 5 shifts can be rostered in any one week

· the maximum rostered turn length is 12 hours and the minimum is 7 hours.

However by local agreement the minimum can be reduced to 6 hours

· the maximum number of hours that can be rostered in one week is 46 hours and the minimum zero hours. For continuous cover staff such as S&T Fault Teams this can be increased by local agreement.

· the minimum rest period between turns will be 12 hours

· where employees are rostered a day free from duty, there will be a minimum of 32 hours between the rostered booking off and on times

· where employees are rostered free from duty for two days there will be a minimum interval of 56 hours between the rostered booking off and on times, 48 hours for continuous cover staff such as S&T Fault Teams

· a minimum of 48 hours notice will be given of an alteration to a rostered turn of duty. If less than 48 hours notice is given of a request to change a turn of duty then the individual will not be financially disadvantaged in the event of loss of
earnings

· employees wishing to change a rostered turn including leave will be expected to give a minimum of 48 hours notice except under exceptional personal circumstances

· there will be a minimum of 5 complete weekends rostered free from duty in a 13 week cycle

· employees can volunteer for additional overtime including those weekends when rostered free from duty

· midweek nights can be rostered for a maximum of 1 in 3 weeks in the 13 week period

· work will only be carried out at nights and weekends when this is the most cost effective time. Friday nights will only be rostered for essential maintenance (as now), where possessions are significantly longer than at other times and for major work to a maximum of 2 in 13 weeks, except for continuous cover staff such as S&T Fault Teams, they will be limited through the number of weekend shifts available to be rostered

· paid travelling time between depot or agreed booking on point and worksite will be provided for

· a maximum of 8 weekends is rosterable containing a maximum of 10 weekend shifts in the 13 week cycle. For continuous cover staff such as S&T Fault Teams the 10 weekend shifts can be increased to 12

Points of Interpretation

Q What arrangements will be put in place to ensure staff will be able to get to work when rostered unsocial hours?

A Local arrangements will continue and be developed to meet future requirements.



Q What factors would affect type of rosters to be applied?

A Type of work to be undertaken and circumstances in the locations concerned.



Q If an individual is requested by management to change a rostered turn at less than 48 hours notice, will he be paid the better of either what he should have worked or what he has worked?

A In such cases employees will not be financially disadvantaged.



Q What is the definition of a weekend turn?

A Any rostered turn which commences after 1800 hours on a Friday, or before 0759 on a Monday will be classed as a weekend turn.

If a rostered turn continues after 2359 Friday it is also classed as a weekend turn.

However when a Friday turn precedes a weekend free from duty that turn must be rostered to finish no later than 22.00 hrs.



Q Midweek nights - what is the definition of a midweek night turn?

A A midweek night turn is any turn rostered between 2000 and 0759 Monday to Friday morning. This issue will be monitored in the light of future European Legislation (the Working Time Directive).



Q What is the definition of a Friday night turn?

A Any rostered shift which commences between 1800 Friday and 0400 Saturday morning.

This would also class as a weekend shift.

When a rostered shift continues after 2359 this becomes a Friday night turn.



Q If an individual has been asked to stay back to attend a failure therefore giving a two hour commitment that day will this be two hours off his four hour commitment for that week?

A Yes



Q What appeal facility would be established to challenge differences of opinion so far as rosters were concerned?

A The existing consultation and negotiation processes would remain unchanged so far as individual rosters were concerned, with the added provision of access to a Joint Monitoring Committee to agree solutions to alleged abrogation of rostering principles and look at individuals who are being unfairly treated.



Q How would this appeal facility be accessed?

A Through the Monitoring Group. The list of members will be published and issued to depots with telephone numbers to contact these people.

Q Where and when will travelling time be agreed?

A This will be subject to local agreement.



Q Would existing provision relating to the cancellation of overtime shifts be continued?

A Yes.



Q Would staff “on call” under the contingency arrangements over a Bank Holiday qualify for a days annual leave credit?

A Yes.



Q Certain Workshop Supervisory grades currently provide contingency cover (on call) 1 week in five. The actual contingency cover arrangements do not exclude continuous cover requirements.

A The need for contingency cover (On-call) will be determined locally. The maximum on-call commitment is 1 in 2.



Q Can we be supplied with the details and discuss the meal protection payment?

A Yes.



Q When by agreement individuals are working away from home depot, in lodgings, does the accommodation become the booking on and off point?

A When working away from home depot, and in lodgings, the appropriate booking on and off point is agreed locally.



Q Can any rostered day be an annual leave day?

A Yes.



Q Is it still the intention to move the annual leave year from the calendar year to
the financial year?

A No. the leave period will remain January to December.



Q Long service awards. Will a member of staff with 35 years or more service be entitled to the 35 years service award?

A Yes.



Q How will relief staff re-rostered to an alternative shift which excludes them from working their next rostered shift be paid?

A They will receive enhancement appropriate to the re-rostered shift and payment for the shift they are not able to work.



Q What is the paid meal break allowed in an 8 hour shift and a 12 hour shift?

A 20 minutes between the 3rd and 5th hour for an 8 hour shift, and 20 minutes between the 7th and 9th hours on extended shifts.



Q Is there any minimum rest period between turns?

A Yes, this is covered in the agreement. The minimum rest period between turns is 12 hours.



Q The agreement states that the level of pensionable pay will be the subject of further review. When will this be?

A The Pension Schemes are currently being reviewed by the Actuary. The results of the reviews are expected in the Autumn of 1999. The results will then be considered by the Pensions Committees at that time.



Q Does the requirement to work up to 2 hours at the end of the shift apply after a 12 hour shift has been worked?

A No - except in exceptional circumstances in accordance with Clause 78 of the Safety Critical Work Regulations.



Q Will Management continue to monitor in accordance with Hidden guidelines?

A Yes

Joint Monitoring Group 13.7.1999



Q Can the 32 hours and 56 hours minimum rest periods between booking off and booking on times for employees rostered free from duty be reduced by local agreement?

A Yes, in accordance with paragraph 4.10



Agreed guidelines and clarifications to assist application 26.8.1999 Page 11 Section 4.3

a) The hours of cover will be determined by management following consultation with the staff represntatives. At which time the planned workload would be shared with the Staff Representatives.

b) The rostering of staff to meet the hours of cover will be the subject of negoiation with the staff representatives to reach agreement.

c) Agreed rosters must be signed by management and staff representatives.

d) In the event of disagreement, staff will provide an alternative cost effective roster which meets the workload requirements.

e) If the alternative rosters are rejected as not meeting the required criteria, the
disagreement should be referred to the Divisional Council (Joint Monitoring Group) in good time to allow resolutionbefore the roster commences.

No such structure is known to exist at Amey Colas, any such instances will need to be referred to the local staff representatives initialy until the indentity of members of the company council are known.

f) If this fails to resolve the dispute, the matter to be then referred to the Full-time Trade Union Official for discussion with the Personel Manager.

g) If no agreement is reached then the roster may have to be implemented.

h) Courses should be identified and booked before the roster is prepared.

i) Planned route learning should be included in the roster.

Page 11 Section 4.4

a) Copy of the agreed roster should be given to each individual.

Page 11 Section 4.6

a) The maximum voluntary or rostered turn length is 12 hours.

b) There is no minimum voluntary overtime shift turn length, or minimum payment.

However, a planned overtime turn would not be less than 7 hours.

c) The minimum payment of 2 hours plus appropriate enhancements will only be paid for continuous cover staff ( Section 4.16), machine operators (Page 9), and the staff
covered by Section 6.1.

d) If there is a high probability that overtime will be worked on a particular shift, then an assessment shouldbe made such that the minimum 12 hours rest can still be taken before the start of the next rostered shift. The roster should be planned accordingly. It must be remembered that 12 hours rest must be taken between turns of duty.

Page 12 Section 4.10

a) Minimum 32 and 56 hours rest periods can be reduced by local agreement.

b) Continuous rostering - where 24 hour cover is provided, 7 days a week, 52 weeks a
year. Individuals must be notified that they are on continuous rostering.

Page 12 Section 4.11

The difference between a change to a rostered turn, and a change to a roster:

a) Changes to a rostered turn - keeps the shift length the same as the original roster turn length, but changes the start/finish time - having no effect on the rest of the weeks roster.

b) Changes to a roster - changes the shift length and the start/finish time - having an impact on the rest of the shifts in that and, possibly, subsequent weeks.

c) Days free from duty can only be changed by odtaining the agreement of the individual.

d) A change to a rostered turn of duty can be made so long as at least 48 hours notice is given. The aim must be to give the maximum notice, preferably prior to the last turn of duty. If this is not possible personal contact must be made with the individual concerned. The employee can only refuse this change if there are exceptional personal circumstances.

e) Changes of published rosters as distinct from a change to a rostered turn of duty need to go through the negoiation procedure.

The negoiation procedure starts by talking with the elected staff representatives.

Pages 12 -13 Section 4.13

a) The arrangements for the rostering of the weekend shifts are to be kept flexible in order to meet the variety of working arrangements within the Jarvis Group. This does not mean that the roster can specify just a weekend shift and its length. It will specify the day and start and finish times. This sentence is to allow multiple weekend shift working during major extended possessions.

Page 13 Section 4.14

a) Any position which currently incorporate a more frequent night shift requirement to be notified to S.Hornby.

Page 13 Section 4.15

a) Continuous cover staff can work 12 weekend shifts during the 8 weekends when they
are available for duty, not for example 12 Friday nights.

Page 13 Section 4.16

a) This applies only to situations where operations are disrupted and where the overtime has to be worked and cannot be refused by the individual. It applies to continuous cover staff and machine operators only. In these situations a few minutes overtime will trigger the minmum 2 hour payment. See Page 38 Note 4 ref Page 11 Section 4.6. The timesheet must be endorsed accordingly.

Page 13 Section 4.17

a) Individuals who wish to be given compassionate consideration should put requests and reasons in writing to S.Hornby at Jarvis. (Who at AmeyColas?)

Page 14 Section 6.1

a) Contingency cover only applies to S&T and Supervisory Grades.

b) 12 hours rest interval does apply to contingency cover situations.

c) Where individuals are sharing contingency cover, they should aim to adhere to the
company policy. Local arrangements should be applied in the event of problems.

Page 15 Section 6.1

a) For contingency cover "an occasion is deemed to be any continuous period of time not exceeding 24 hours", this should normally be a day 0001 - 2359.

Page 16 Section 7

a) Allowances also include Skills Retention Payments previously paid under the old
London & South East Arrangements. If clarification is required, please contact S
Hornby (Mr B.Webster?).

Page 16 Section 9

a) S Hornby to be notified of any local arrangements in place re subsistance.

Page 18 Section 12.1.3

a) For 1999 ad-hoc arrangements, day for day, to apply.

b) Holidays on a per turn basis will be paid for rostered hours at basic + Annual leave premium.

Page 20 Section 12.2.2

a) Bank holidays can be shown on the roster as "rostered not required". This does not constitute a day rostered free from duty and does not generate a days annual leave. Volunteers should be sought for bank holiday working before being rostered.

Page 22 Section 17

a) Any existing agreements that are put forward as not affected by this agreement should be brought to the attention of S Hornby for advice.

b) There is no delegated authority to make local arrangements without the written
approval of S Hornby.

c) Drivers preparation time would normally be included in the agreed roster. In practice, this means that where drivers preparation time will not impair the working time available within the roster it can be included in the roster. Where time does not permit within the roster, then drivers preparation time should be carried out in accordance with local agreements.

Page 30 Appendix B The "Rules"

a) If less than 48 hours notice is given of a request to change a turn of duty then the individual will not be financially disadvantaged in the event of loss of earnings - they will receive any shift enhancement from the changed turn if that is higher than the new turn. Changing a rostered turn could impact on the 12 hours rest requirement before the next shift is rostered to start. (See Page12 Section 4.9)

b) Travelling time between depot or agreed booking on point and worksite will be
provided for in the agreed roster.

Page 32 -35 Points of Interpretation

a) The list of Monitoring Group Members and telephone numbers has been issued.

The Joint Monitoring Group does not exist within AmeyColas, no similar structure exists.

b) The existing provision re the cancellation of planned overtime shifts continues, ie if a non rostered shift is cancell with less the 48 hours notice the individual will be paid for the cancelled shift.

Enhanced rates for former committed workers

Below are show the rates of pay for former committed worker, illustrating how the
eventual enhanced rate is arrived at. These rates apply only up until Trackchargeman
Cat 2.

Rates of pay for former committed workers
Grade Annual personal Yearly 4 Weekly Hourly
........Allowance......Rate.....Rate...Rate
...........£ ...........£ ........£ ....£
LTM B...825.03......15566.39...1193.58 8.52
LTM 2...825.03......16919.81...1297.36 9.26
TCM 2...825.03......18685.23...1432.73 10.23

The yearly rates are arrived at by taking the basic rate for the grade, adding the personal allowance which gives you the correct rate of pay.

Example
LTM B = £14741.36
Personal allowance = +£825. 03
Enhanced rate £15566.39

Higher Grade Duties

Below is an illustration of how higher grade duty payments are arrived at, the upper table shows what a LTM B can expect per hour when booking higher grade duties LTM Cat 2 (Acting 2nd Man), TCM Cat 2 (Acting Ganger) and Engineering Supervisor (SM 1, step 4).

The lower table shows what a LTM Cat 2 can expect per hour when booking higher grade
duties TCM Cat 2 (Acting Ganger) and Engineering Supervisor (SM 1, step 4).

Post restructured staff
Basic Grade\HGD
Grade
...........LTM Cat 2...TCM Cat 2...SM 1 Step 4
HGD rate....16094.78...17860.2......23535.5
LTM B rate..14741.36...14741.36.....14741.36
HGD p/h.......8.81......9.78........12.89
LTM B p/h.....8.07......8.07........8.07
Difference ...0.74......1.71........4.82
Basic Grade\HGD Grade TCM Cat 2 SM 1 Step 4
HGD rate.......17860.2....23535.5
LTM Cat 2 rate 14741.36...14741.36
HGD p/h..........9.78......12.89
LTM Cat 2 p/h....8.81......8.81
Difference.......0.97......4.08
Differential
Basic Grade Higher Grade Duty
..........LTM Cat 2 TCM Cat 2 SM1 step 4
...........£.........£..........£
LTM B.....0.74......1.71.......4.82
LTM Cat 2 N/A.......0.97.......4.08

Any shift premiums, overtime rates that would be applicable to the individuals basic rate are also applicable to the higher grade differential.

Below is an illustration of how higher grade duty payments are arrived at, the upper table shows what a LTM B can expect per hour when booking higher grade duties LTM Cat 2(Acting 2nd Man), TCM Cat 2 (Acting Ganger) and Engineering Supervisor (SM 1, step 4).

The lower table shows what a LTM Cat 2 can expect per hour when booking higher grade
duties TCM Cat 2 (Acting Ganger) and Engineering Supervisor (SM 1, step 4).

Ex committed staff
Basic Grade\HGD
Grade
...........LTM Cat 2..TCM Cat 2..SM 1 Step 4
HGD rate...16919.81....18685.23....23535.5
LTM B rate.15566.39....15566.39....15566.39
HGD p/h......9.26........10.23......12.89
LTM B p/h....8.52........8.52.......8.52
Difference...0.74........1.71.......4.37
Basic Grade\HGD Grade TCM Cat 2 SM 1 Step 4
HGD rate.......18685.23....23535.5
LTM Cat 2 p/h..16919.81....16919.81
HGD p/h.........10.23.......12.89
LTM Cat 2 p/h....9.26.......9.26
Difference.......0.97.......3.63
Differential
Basic Grade Higher Grade Duty
.......LTM Cat 2 TCM Cat 2 SM1 step 4
...........£.........£.........£
LTM B.....0.74.....1.71.......4.37
LTM Cat 2..N/A.....0.97.......3.63

Any shift premiums, overtime rates that would be applicable to the individuals basic rate are also applicable to the higher grade differential.

Also please note that irrespective of wether the individual falls in the post restrutured category or the former committed staff category, the differential emains the same for all up until TCM Cat 2 garde.

Payment of Supervisory Manager Rate of Pay 13th March 2003

Duties Undertaken Rate of Pay

P.I.C.O.P..............SM 1 Step 3 £22559.60p
Senior P.I.C.O.P.......SM 1 Step 4 £23535.50p
Welding Supervisor.....SM 1 Step 4 £23535.50p
Engineering Supervisor SM 1 Step 4 £23535.50p
Crane Supervisor.......SM 1 Step 4 £23535.50p
Loads Examiner.........SM 1 Step 3 £22559.60p

Note

For those staff carrying out "Nominated Persons" (3rd rail) duties, will be paid a
minimum rate of pay of Track Chargeman Category 2.

Standard Sick Pay Arrangements

Staff on Established Status

Clause 2 Period of Payment of Sick Pay

For absence owing to illness or accidents, payment will be made as follows.
Period of Service Maximum Period of Payment
....................Normal Benefit........Reduced Benefit
6 months but less than 1 year
........................6 weeks...................6 weeks
1 year but less than 5 years
.......................16 weeks..................16 weeks
5 years and over
.......................26 weeks..................26 weeks

"Normal Benefit" means benefit paid at a rate equal to the rate of the employees normal basic salary less National Insurance benefit. No deductions will be made for National Insurance benefit in respect of the first three days of absence unless such benfit is payable or becomes payable retrospectively.

"Reduced Benefit" means benefit paid at a rate equal to half the rate of the employees normal basic salary. The amount of "Reduced Benefit" will be restricted to ensure that the total of such payment and National Insurance benefit does not exceed the standard rate of pay.

"Service" means all continuous service with Brirish Railways Board or its predecessors, including service in a wages grade.

For the purpose of these standard sick pay arrangements " normal basic salary" is to be regarded as the current annual salary appertaining to the employee, including any elements analogous to basic salary which may be agreed from time to time

Jarvis Rail

Scale Meal, Lodging, Relocation and Other Allowances

Effective 1st October, 2004

a) Meal Allowance Mid-day meal..£6.66p..(i)

Additional payment if away from home station:-
Before 08:00 or before normal time of booking on duty whichever is the earlier
......................£3.09p..(ii)
Between 18:00-20:00...£3.09p..(i)
Between 20:00-22:00...£3.09p..(i)
After 22:00...........£3.09p..(i)
(Please note scale meal allowances are only payable to those not covered by any restructuring agreement)

b) Expenses to staff attending courses
Staff attending courses at residential colleges and schools including external residential courses (Sunday night if applicable to Thursday night included)
£5.21p.......(ii)

c) Lodging Allowance (Weekly)
Transfer on Redundancy or Disability
£60.60p......(iii)
Other transfers
£47.97p......(iii)

d) Travelling Allowance in lieu of Lodging Allowance
Redundancy transfers Maximum of the lodging allowance
(ii)
Other tranfers Maximum of 50% of the lodging allowance
(ii)

e) Disturbance Allowance
On promotion
Single House holder
£344.......(iii)
Married Householder
£515.......(iii)
On redundancy
Married/single householder
£3151......(iii)
Single householder without dependants
£1656......(iii)

f) Mobility payment (Redundancy)
Upon transfer
£3470.........(ii)
Move of home
£2310

g) Allowance for use of own transport
Redundancy
£0.34p per mile....(ii)

h) Educational Lodging Allowance (Redundancy)
All grade of staff per week...£21.69p....(ii)

i) Rent Allowance(Redundancy)
All grades of staff per week 1st 5 years after move of
home........£41.04p...(ii)
6th year....£34.21p...(ii)
7th year....£27.36p...(ii)
8th year....£20.51p...(ii)
9th year....£13.68p...(ii)
10th year....£6.83p...(ii)

j) Motor Driving Allowance
Weekly...£1.47p....(ii)
Daily....£0.61p....(ii)

k) London Allowance
Inner (16 mile radius of Charing Cross)
£1770pa.....(33.93pw).....(ii)
Outer (40 mile radius of Charing Cross)
£795pa......(£15.24pw)....(ii)

l) South East Allowance
£375pa.....(£7.19pw).....(ii)

Scale Meal, Lodging and Relocation Allowances

Notes on Income Tax and National Insurance

(i) Not subject to income tax or national insurance contributions - these allowances
can be paid tax free only if the employee is required to work more than 5 miles
from their home station and is away for a reasonable period defined as in excess of
5 hours.

(ii) Subject to income tax and national insurance contributions.

(iii) Relocation expenses and benefits which are allowable in the £8000 tax free limit are as follows:-

a) The full amount of disturbance allowance claimed
b) The full amount of lodging allowance claimed in connection with relocation

In addition the above allowances certain other expenses and benefits may be given
in relocation situations. The legislation lists the expenses and benefits which are
allowable as tax free as part of a relocation package provided the £8000 limit is not
breached.

The expenses and benefits which can be included in this limit are listed below
under the appropriate heading.

Expenses of disposal

a) Legal expenses connected with the disposal of the old residence
b) Penalty payments for the early redemption of a mortgage on the old residence
c) Fee of estate agents for disposing of old residence
d) Expenses incurred in advertising the old residence for sale
e) Expenses incurred in disconnecting public utilities from old residence
f) Expenses of maintaining, insuring or securing the old residence
g) Rent paid on the old residence during the move period

Expenses of acquisition

a) Legal fees incurred in connection with acquiring the new residence or mortgage
on the new residence
b) Procurement fee connected with the loan on the new residence
c) Reasonable Survey fees
d) Stamp duty
e) Costs in connecting utilities to the new residence, e.g. telephone, gas, electricity and water

f) Land Registry fees

Duplicate Expenses

The legislation allows expenses which are incurred to replace items such as fittings
left behind in the employees old residence to be included in the £8000 limit. The
Company generally regard this type of expenses as covered by the Disturbance
Allowance.

Bridging Loan Expenses

The interest attracted bridging loans can also be included in the £8000 limit.
Note - failure to deduct income tax and national insurance contributions
where appropriate is likely to lead to the payment of back tax, penalty and
interest payments and will put the Company to great inconvenience.

Health and Safety Policy Statement

AMEY INFRASTRUCTURE SERVICES

Health and Safety Policy Statement

Amey Infrastructure Services (AIS) is committed to achieving high standards of health and
safety, not only in respect of its own employees but also in relation to others who are
involved with or affected by its activities.

Our objective is to deliver a culture and operating environment that results in health and
safety excellence through the provision of healthy and safe working conditions, equipment
and systems of work.

Ultimate responsibility for the proper management of health and safety rests with the
Managing Director of AIS, supported by the Executive Team. The Managing Director has
nominated the Technical Director to monitor, on his behalf, execution of this policy
throughout AIS, to report regularly on compliance and to undertake or commission audits
or site inspections as the Managing Director may consider necessary. The AIS Executive
will receive an annual Report from the Technical Director and develop an annual Health &
Safety Plan to promote further improvements in standards and Management.

All employees have a responsibility to themselves, their colleagues, AIS and the wider
community to work safely. All employees should note that they have a duty to co-operate
with their employer in fulfilling its legal duties.

We are committed to the application of this policy with all relevant legislation and to
continually improve performance.

The latest revision of this policy will be included in the induction process and displayed on
all safety notice boards throughout our business.

This is the policy statement for Amey Infrastructure Services and all its business streams.

It maybe supplemented by subsidiary or project policy statements where appropriate.

Signed Dated: 1st May 2007
Chris Webster
Manager Director
Amey Infrastructure Services

Alcohol and drugs policy.

Amey Infrastructure Services

Alcohol and Drugs Policy Statement

Ref:: 01-AIS-004

Amey Infrastructure Services (AIS) has a duty to ensure that all employees are fit and capable of carrying out their work. It is recognised that individuals who attend work whilst under the
influence of alcohol or drugs may have impaired judgement, along with reduced safety awareness and, therefore, pose an increased risk of harming themselves and others. This policy
is designed to help protect workers from the dangers of drug and other substances misuse and to
encourage those with a drug or alcohol problem to seek help.

It is AIS policy that no employee will work within any of its offices, depots or other workplaces
whilst under the influence of alcohol or drugs. It is also AIS policy that no contractors will be
allowed on any of its offices, depots or other workplaces whilst under the influence of alcohol or
drugs. All employees should present themselves fit for work. An employee whose fitness for work is believed to be compromised by the use of alcohol or drugs will be required to undergo an alcohol or drugs test.

To support the policy AIS will:

• forbid the consumption, possession or sale of controlled drugs or alcohol in any office, depot or
workplace. Possession and/or sale of controlled drugs may be a criminal offence and will be
reported to the appropriate authority.

• provide training and documented advice and information to employees to minimise the problems arising from alcohol and drugs abuse and to draw attention to the harmful effects of such abuse on health and well being.

• require any employee taking prescription or over the counter medication that may impair
performance or judgement to inform their line Manager and provide details of type and dosage.
• ensure that any employee, who refuses, evades, or attempts to interfere with, an alcohol and/or drugs test will be dealt with under disciplinary procedures.

• assist any employee who brings to our attention, prior to an accident or selection for a test, their dependency on alcohol or drugs and who are prepared to seek treatment and rehabilitation.

• reserve the right to re-deploy into a suitable or alternative post, or, if no such post is available,
to suspend on the basis of ill health, any employee undergoing rehabilitation treatment whose
normal duties are safety related or commercially sensitive.

• undertake ‘for cause’ testing of employees and searching of their belongings in any of the
following circumstances:

• Following an accident or incident, irrespective of who caused the accident or incident
• Where any employee’s behaviour gives grounds to suspect that they may be unfit for work
through alcohol or drugs

• As part of an ongoing treatment monitoring programme

• maintain a programme of random testing for alcohol and drugs. Random testing will be
applicable if:

• it is a client requirement

• the employee is involved in operational work or the design, specification, arranging, organising,
rostering or supervising of operational work.

• the duties of the employee are in any way operationally safety related, including those acting in
an advisory role.

• the employee has been notified that random testing applies to them.

• impose a blood alcohol limit of 29 mg of alcohol in 100 ml of blood (or the equivalent urine or
breath alcohol limits), and a controlled drugs limit of zero.

Any breach of this policy will be considered as gross misconduct and may lead to dismissal. The
application of disciplinary actions will be consistent and in accordance with Company Policy and
procedures and will reflect the circumstances of the breach. Employees are responsible for their own compliance with the policy and are expected to seek help if they have a dependence on drugs or alcohol. In addition, each employee has a responsibility towards their fellow employees and is required to advise their line manager if they have any reason to suspect a colleague of attending work whilst under the influence of alcohol or drugs.

Line Managers are responsible for ensuring that they are aware of the requirements of this policy and to monitor employees for whom they are responsible to ensure compliance. Managers must understand how to access support for employees seeking help in relation to drugs and alcohol abuse and must be aware of the disciplinary policy and how to apply it in the event of breaches of this policy.

Signed: Date: 1st May 2007
Chris Webster
Managing Director
Amey Infrastructure Services