NOTICE to MEMBERS
LRC Proposals 3rd September 2014
Members will be aware that this Trade Union was invited to the Labour Relations Commission last Saturday (30th August) for exploratory talks in relation to the ongoing dispute at the Company.
After two and half days the LRC have issued a proposal for your consideration.
What happened at the LRC?
Exploratory talks are designed in such a way as to enable the Labour Relations Commission to talk to both parties separately in order to establish the issues at the centre of the dispute.
What issues did we advance?
Pay
We again raised the issue of pay, in particular that of a pay reduction as part of any proposal which would emanate from the LRC. The LRC for their part made it abundantly clear that they were not going to be in a position to advance any proposal which would not have pay reduction measures attached.
Members will be aware that the last proposal had a 28 month pay retrenchment timeframe with a perhaps/maybe reduction to 25 months. The LRC have now advanced a definitive 25 months with the potential for a reduction below this period, (LRC proposal Section 5).
The proposal also provides clear sight of a mechanism whereby we will be able to advance a claim for “pay growth” on expiry of the agreement. Members should note that we have in fact lodged two formal pay claims on the two Bus Companies in advance of the expiry of their respective pay reduction measures.
Past Productivity
The LRC have committed to convening a conciliation conference to deal with this issue. This Union has long been advancing a proposition whereby past productivity should be materially recognised. The LRC proposal provides a framework to advance this issue. Reductions in numbers and additional responsibility for some staff e.g. Loco Driver Safety Standards will be at the core of our agenda.
Trust & Confidence
Members again will be aware that this Trade Union made a big play on this particular issue: where does this come into the equation?
At the heart of this issue was the fact that the Company returned to staff to look for pay reductions, having already committed to a four-year agreement in 2012.
The LRC has now established that the Company will not propose any further pay cuts. This is further supported by the process established in section 1 of the LRC proposal, i.e. NTA, Company, Trade Unions engaging on the future of the Railway.
Role of Government /Three Parties to this Dispute
The NBRU advanced this issue as one of the fundamental areas of concern in terms of the future sustainability of the railway and the obvious and vital connection to the job security of the staff therein.
The LRC proposal in Section 1 sets out a process of engagement with the NTA (funding arm of Government) which for the first time provides for workers to have a role in the decision-making process with regard to the future sustainability of the railway inclusive of discussions on the future financial infrastructure of the Company.
Section 2 of the proposal, a forum involving all the stakeholders, Unions, Company, NTA and the Department of Transport, provides further support and should be viewed as an endorsement of workers’ central role in shaping the future of the railway.
Cost Management Committee
The LRC will facilitate an immediate review of the functions of this committee with a particular emphasis on the necessity for financial transparency in advance of identifying a list of targeted savings from the non-payroll cost base. The NBRU will engage an independent financial assessor prior to agreeing a route towards achieving targeted savings. The present terms of reference inclusive of elimination of waste, management numbers, contractors/consultants will remain very much at the forefront of this Trade Union’s agenda.
The LRC in its preamble outlines its view on the finality of all efforts to negotiate and agree a resolution to this matter. They are in essence stating the obvious in terms of there being nowhere else to go.
It is now for members, and members only to decide if they will accept what is being advanced. The democratic decision of the membership will be fully supported by this Trade Union.
We now intend to arrange for a comprehensive consultative process with members which will include a number of General Meetings across the Country. Venues and dates will be advised in advance.
DERMOT O’LEARY
General Secretary
3rd September 2014
