LUAS DRIVERS – PROTAGONISTS OF THE LUAS SUCCESS

DRIVER UPDATE at the Labour Court on Sept Current Status 29th 2015. The issues before the A WORD OF court were the Collective APPRECIATION

Welcome to the much Issues, which are common to all anticipated Collective grades followed by the grade Driver representatives

Agreement Update for the specific issues, which are would like to thank the Driver Grade aptly named “The relevant to the Drivers role.

Circuitous” – A journey that is driver grade for their longer than it needed to be Unfortunately the Labour continued support and because it is not direct. Court refused to proceed with

our case on the grounds that patience throughout this

This is a deliberate strategy the Union had not examined process. designed NOT to achieve quick the Company’s Financials. This resolution of a dispute. Its was anticipated and advised We acknowledge that purpose is to prolong the by the LRC. However we the apparent lack of process in favour of the refused on the grounds that we

Company. It is unfortunate that felt it was a futile exercise as all progress has been we are bound by 7 Negotiating books can be cooked frustrating for Drivers & Stages laid out in the Collective particularly in the multinational

Agreement. arena. Representatives alike.

However, the vast These stages include Local It was also deemed that Meetings, LRC Conciliation, In- majority of us who have did not spend several house Tribunal Meetings & million to bid on a 5yr contract been through the 2009 Labour Court Hearings, and for charitable purposes, and despite the explicit instruction Collective or the Roster therefore the true value of the that these stages are not contract to the Transdev Review promised 3yrs merely turnstiles for which the Group, would only be evident parties pass through, there is no prior to eventual by viewing the consolidated onus on the Company to position of the Group, which of implementation, are genuinely engage with staff at course is not on offer. It is any level until nearer the final more than familiar with unfortunate that the Labour stages. Court wish to focus on such a the stalling tactics the

tiny piece of the puzzle, It was our hope that the Company employ. however, we consider this Company would work with the bureaucratic red tape a minor As with previous disputes time we had and not against it, speed bump that we have to but regrettably they chose to the sands of time are endure. remain in their intransigent SIPTU have appointed almost gone. Resolution position on all cost related independent Financial Analysts issues, thwarting any real of this dispute is in sight Mazers to review the financials, progress that may have been which we have been advised and going forward, it is achieved. should take 2-3 weeks. crucial that Drivers We therefore anticipate So are there any reconvening our Labour Court continue to support each advantages to this circuitous Hearing early November with other in their goals and journey? Absolutely!!. Having the view to making our abided by the stages outlined submissions to the court and ambitions of achieving in the Collective Agreement receiving a Labour Court improved Terms & and the requirements of the Recommendation on which Industrial Relations Act, the members can ballot. Conditions that reflect the members are now protected highly demanding role of by law from prosecution, Make no Mistake - All Good intimidation and threats in the Things come to those who wait a Safety Critical event of a dispute. and anything worth having is Driver that are worth waiting for, so Drivers will We have reached Stage 4 of remain steadfast in our mission harmonised with our the process and have to achieve our goals. attended a scheduled hearing colleagues in Irish Rail.

LUAS DRIVERS – PROTAGONISTS OF THE LUAS SUCCESS

DRIVER CLAIM Operational Improvements

The following is a list of issues that have been included in our claim There are a number of which are considered necessary improvements affecting the Drivers aspects to the Drivers submission that proposes an role. overall improvement to the

Drivers Terms & Conditions.

1. Reduction of maximum Drive Times

As many of you will already be a. 3hrs maximum on Greenline aware, the revision of the b. 3hrs,30mins maximum on Redline

Collective Agreement, typically 2. Increase Turnaround / Layover Time every 5yrs, is the only forum a. Journey time <30mins, minimum layover 6 minutes

Drivers have to submit a claim b. Journey time >30mins, minimum layover 10 minutes for such improvements. 3. Improved walk times to include PNB/Wash Up time

Historically the Company never a. Redline 10mins from Tram to start of Break entertain Cost Increasing b. Greenline 12mins from Tram to start of Break

Claims outside of this forum. c. Redline 5mins walk time returning after Break

Therefore, whatever is agreed d. Greenline 7mins walk time returning after Break now, is unlikely to be improved 4. Improved Prep/De-Prep time of upon until 2020 at the earliest a. Both lines 20mins Prep / De-Prep Time and much of what we are 5. Inter-Depot Transfer seeking is already long a. Remains optional overdue. b. 1-hr back in lieu

c. €100 payment to staff member to transfer

It is therefore crucial that our 6. Spare Drivers submission aims to address a. Shifts reduced to 8 hrs if allocated a driving duty in multiple aspects of our Terms & excess of 5hrs

Conditions, as this is the one b. Requests that encroach on a Drivers Break time are stop shop to obtain these optional improvements. c. 1-hr back in lieu for any encroachment on Drivers

Breaks

These are categorised under 7. Tow / Push – A Mechanics/Technicians Role three main headings; a. to couple up trams in the event of a breakdown

in all circumstances

o Operational 8. Broombridge Depot o Financial Remuneration a. Due to the logistical difficulties, assignment to Broom o Collective bridge Depot will be on a voluntary basis only.

Competence can be maintained thru Collective Issues have been 9. Just Culture jointly proposed by all four a. The greatest single impediment to error prevention is grades and can only be that we punish people for making mistakes – This is not amended by agreement of all just our view but also the global view and we are grades. seeking agreement from the Company that the

disciplinary process is limited to cases of malicious or Operational Issues and malevolent actions only. Drivers should not fear Financial Remuneration are disciplinary for making mistakes where a truly Just Driver specific and can only be Culture exists. modified, accepted or rejected by the Driver Grade. 10. Documentation

a. The Company will provide the driver with 30mins

availability to complete documentation and must be

requested within 2 days of the incident

11. New Procedures & Technologies

a. New Procedures & Technologies affecting the Driver

Grade or their working environment to be

implemented by agreement with SIPTU

LUAS DRIVERS – PROTAGONISTS OF THE LUAS SUCCESS

Dasd Asdas Asd Financial Remuneration – Driver Grade Collective Issues

In anticipation of the new Collective Agreement A brief summary of the Collective improvements in being finalised and agreed early 2015, the Driver Terms & Conditions that will benefit all grades Representatives proposed two payscales to allow phased implementation of Salary Scales, easing the 1. Annual Leave transition on the Company from Low paid Driver to a. 25 Days from Yr-1 Average paid Driver. b. 26 Days from Yr-5 c. 27 Days from Yr-10 o Phase 1 was to be implemented in January 2. Public Holidays 2015 and would remain in effect for 2yrs a. Good Friday to be recognised as PH o Phase 2 is to be implemented in January 2017 3. Other Leave a. Death of Spouse/Partner -10 days 2015 Rate 2017 Rate b. Death of Child – 10 days c. Death of Parent - 5 days Induct-A €35,340 Induct-A €38,000 d. Death of Sibling – 3 days Induct -B €37,107 Induct-B €39,900 e. Death of Parent-in-law – 2 days Year 1 €38,962 Year 1 €41,895 f. Death of Grandparent – 2 days g. Wedding Leave – 3 days Year 2 €40,910 Year 2 €43,990 h. Paternity Leave – 10 days Year 3 €42,956 Year 3 €46,189 i. Maternity Leave – 6 Months Year 4 €45,104 Year 4 €48,499 4. Overtime Year 5 €47,359 Year 5 €50,924 a. Payment by Payroll or Banked time at Year 6 €49,727 Year 6 €53,470 appropriate Rate b. Work Saturday Rest T2 Year 7 €52,213 Year 7 €56,143 c. Where an employee is allocated a day Year 8 €54,824 Year 8 €58,950 in lieu for a PH, Overtime paid at T2 Year 9 €57,565 Year 9 €61,898 d. Event Trams paid at Night Link Rates Year 10 €60,443 Year 10 €64,993 with minimum shift duration of 3 hrs ** The above scales are illustrative of where LUAS Drivers need 5. Bonus Scheme to be by 2020. How these are implemented are for discussion & a. 10% per Annum negotiation and do not reflect the current driver pay scales b. Banked quarterly c. Paid November payroll Sick Pay Schemes d. Banked Bonus to be paid if cessation of employment occurs before November The Company currently operate two sick pay 6. Pension schemes, Regular and Occupational. We have a. 5 x Death in Service benefit sought to improve on both schemes as follows; b. Employer contribution of 10% for employees from Yr-10 1. Provision of a free GP Service c. Retirement age to coincide with state 2. Social Welfare not deducted if no entitlement legislation 3. Regular Sick Scheme a. Improved number of weeks benefit on full pay b. 3 weeks full pay Yr-1 rising to 12 weeks full pay Yr-10 and above c. Reduced benefit up to 26 weeks increased from ½ pay to ¾ pay 4. Occupational Injury Scheme a. Increased Term to 18 Weeks b. Bonus Not affected for duration of Injury 5. Medical Interval Screening a. Increase Disability Scheme to 75% basic Salary b. Medical Expenses covered to €5,000 c. Driver facilitated with light duties in depot during any treatment

LUAS DRIVERS – PROTAGONISTS OF THE LUAS SUCCESS

BECAUSE WE ARE WORTH IT!! Operationally, the Good Will congested areas and demonstrated by the Driver conversely completely isolated Since the Inception of the LUAS Grade is evident by the Drivers routes which can be both in 2004, Its Drivers have been, willingness to voluntarily assist repetitive and monotonous. and continue to be pivotal to the Planning Department by LUAS Drivers have kept the success of the LUAS. swapping Rest Days and moving for 10+ years Annual Leave days to ensure completing 30+ million LUAS Drivers and LUAS Drivers fulfillment of the daily rosters. passenger journeys annually. alone are responsible for Without this assistance the This number is expected to rise delivering what is now Company would struggle to conservatively to 40+ million recognized as the most meet the agreed Service Levels journeys upon completion of successful public transport with the RPA and would most the BXD – LUAS Cross City system in Europe, that has been likely incur severe financial extension. As expected, these corroborated by an penalties for failing to meet journeys are not without independently commissioned their obligations. This continued incident, and LUAS Drivers are report indicating a 99% flexibility demonstrated by confronted with pedestrians Customer Satisfaction level, drivers is further evident in the and vehicles on a daily basis which the Company has event of disruption on either who demonstrate a complete attributed mainly to the Drivers line. At such times, it is through disregard for the LUAS and their achieving and maintaining the diligence and commitment own safety. It is only through Service Levels. The level of of the Drivers that partial the professionalism of the service provided on both the service continues in the Drivers that the numbers of Red and Green Lines is affected area and full line serious exceptional incidents exceptionally high in world running resumes at the earliest remain low. However, avoiding ratings. An achievement that possible opportunity. The reality an incident places its own could not be attained by is that this dedication to the stressors on the body. Reacting Dublin or Iarnrod Eireann, or LUAS Network by the Drivers is to avoid an incident that could by many other transport rarely acknowledged and otherwise result in a fatality networks globally. insufficiently rewarded by the requires vigilance, quick Company. thinking decision making As frontline staff, Drivers in order to stop the tram. As represent the Company in The safety record of LUAS Trams cannot swerve, many aspects and as such are drivers is second to none, and emergency brakes must be often first point of contact with continues to demonstrate the applied. This often results in the Traveling Public, liaising with vigilance and attention shock and can result in the Security when required for applied in their role every day. driver’s body tensing up, with a antisocial behavior on the Visual awareness cannot be release of adrenaline and other network and with the taught. Safety cannot be stress hormones. This is why Emergency Services in the enforced. LUAS Drivers are safe LUAS Drivers are Safety Critical – event of an incident. When because they choose to drive They not only transport transporting almost 90,000 safely which has consistently passengers safely but they passengers on a daily basis, it is promoted a growing actively save the lives of all not uncommon for Drivers to confidence in the LUAS and those around them in highly perform as Customer Service contributed to increased congested areas who appear Officers, Incident Managers as patronage of the LUAS over the oblivious to the presence of a first on scene for an RTA, past 10 years. LUAS tram drivers tram. Security, and general Liaison operate in a highly specialised Officers. environment. A hybrid of rail It is evident from various reports It is this unparalleled willingness transport and road transport. on the “Effects of working in the to consistently go above and Unlike Rail, LUAS Drivers are Transport Industry” that there beyond the call of duty, to required to operate in densely are severe consequences for perform beyond the defined populated traffic and Safety Critical workers who are parameters of a Drivers Job pedestrian zones and unlike exposed to the demands and description that has afforded Road Transport operate in stressors placed on them daily. Transdev the success and completely segregated It is therefore vital that Drivers recognition it has enjoyed as sections. The hybrid nature of have the support services operator of the LUAS Network. the role can place extreme available to them to ensure pressures and demands on they remain operating at peak Drivers, operating in highly efficiency. These would be

LUAS DRIVERS – PROTAGONISTS OF THE LUAS SUCCESS facilities such as Private timed to the minute, from sign- Critical Nature of the role, Medical Insurance, Gym on to sign-off. When you which is both demanding and Membership to encourage exceed that minute, you are stressful. LUAS Drivers feel that physical activity to counteract late and accountable for they are certainly worth their sitting for 7+ hours daily, GP affecting Service. It is important claim and upon the Visits and the ability to eat a to note that there were no introduction and agreement of healthy diet. LUAS Drivers quite employee representatives said claim, LUAS Drivers will simply are unable to afford present in 2004 when the first continue to strive for the near these basic amenities, which Collective Agreement was perfection delivered thus far are integral to them remaining introduced. Therefore the paltry yielding benefits to all healthy in order to perform starting salary of 29K for a Driver stakeholders, namely Transdev, Safety Critical work. during the height of the Celtic TII, Government and the Tiger was a payday for the traveling public. The expansion of the LUAS Company. The subsequent infrastructure has always Collective Agreement signed in LUAS Drivers have done their bit required the full support and 2009 had a backdrop of for the Company, working for co-operation of the LUAS economic doom & gloom, near minimum wage plus 24/7 drivers. The demands met by bankruptcy and austerity. 10 shift allowance. It is now time LUAS Drivers have included years of low wages shackled by for the Company to recognise assisting with enabling works, circumstances beyond LUAS the Drivers Contribution to the additional training, line testing, Drivers control must now be success of the LUAS. Grossly route familiarisation, and the addressed and rectified. underpaid for the role acceptance and operation of performed, a decent salary is Timetable & Duty changes to The Transdev Group are long overdue. facilitate proposed extensions. extremely fortunate to have The overall support for such a dedicated and Does 40% increase sound successful introduction and committed group of Drivers high?? rollout of new extensions could delivering the success of the not be achieved to schedule LUAS on a daily basis. The Key The Irony is that 40% represents without the full co-operation of Performance Indicators and the savings the Company have LUAS drivers. Drivers will be Service Levels achieved and made off every Driver for the required to continue to play a maintained by the LUAS as a past 10 years. key role in the ongoing result of its drivers not only expansion and growth of the strengthens and benefits the If you achieve a 40% payrise LUAS Network, most notably the Transdev Group in securing will you be walking around like BXD – LUAS Cross City, which other business, but is also Donald Trump? will see the joining of both the recognised by government as Red & Green LUAS Lines, full line one of the most lasting & Absolutely Not. You are not running from to thriving success stories of the suddenly rich. You have merely Broombridge and the era. gone from a low underpaid introduction of a new depot to salary to an average salary. compliment the existing Privatisation of Public Transport Sandyford and RedCow networks on a shoestring to Central Statistics Office suggest Depots. benefit shareholders at the that a full time worker on 36hrs expense of the workers who would earn an average Salary LUAS Drivers contend that they deliver that service is of €40,000 per annum. LUAS are not adequately unsustainable. The lack of Driver, €30,000 for a 39hrs week. compensated financially for recognition of the commitment It is clear that every Driver has the complexity of the role, for by staff that delivers a been underpaid from the the uniqueness of the role, for successful service ultimately beginning. It does not matter the stress and demands of the results in Industrial unrest and who is to blame, but it is time to role, for the safety Critical eventual Industrial Disputes. rectify it. nature of the role or for the LUAS Drivers respectfully seek success they have earned for the support of the In-House It is absolutely necessary now all stakeholders in their role as Tribunal of their claim for to set the starting rate for Tram drivers. LUAS Drivers are enhanced Terms & Conditions drivers at €40,000 and build a the only grade in Transdev defined in their submission 10yr incremental scale from who’s shift is planned to document, which are required that basis. military precision. Drivers are to accurately reflect the Safety

LUAS DRIVERS – PROTAGONISTS OF THE LUAS SUCCESS

The Financial Context?? longest serving LUAS Drivers have endured 3 years pay Imagine if you will, The freeze during the term of this Banana Man. Collective.

He bid on a licence to sell Having read the Company’s bananas on Moore Street. He Labour Court submission, Drivers won the licence, bought his are outraged that the stall, his weighing scales, his Company have made no bags, his banana man uniform provision for wage increases in and set off to make his fortune. the recent tender, and rightly so. After ten years selling bananas, It has been suggested that the Banana Man decided he Drivers may achieve anything had to quit the business, as he lads, more dividends coming between 0% & 1% pay increase was only barely getting by after your way soon. depending on CPI. This is a he covered his overheads. He It would appear that the only clear indication of the value questioned "Why do it, if I'm thing Transdev have in placed on our contribution to only scraping by". It would common with our Banana Man the continued success of the seem there is huge money is that they are both slippery so LUAS by all stakeholders. selling bananas but only if you and so’s. are Mr. Fyffes. It is by now common It was an audacious and knowledge that Transdev irresponsible strategy After reading the Company's receive all revenue from paid embarked upon by the LUAS submission to the Labour Court, standard fares during the Stakeholders that will which was thoughtfully course of this contract. It has jeopardise the reputation of provided for staff to read, you'd been reported that revenue of the LUAS at a time when it be forgiven for thinking they 50k was generated during the 6 should be thriving with new too were in the banana weeks operation of Plain lines under construction, business. Clothes Unit. The Company namely LUAS Cross City, have had the capability to extended Trams & increased Only barely scraping by on a capitalise on this revenue patronage figures. 150-million euro contract. Unlike stream for most of 2015 and the Banana Man, they had to chose not to. This undisclosed LUAS Drivers are not seeking to make 6 people redundant. revenue will grow exponentially reconvene in 2016 as They omitted to say that 3 of when it is finally deployed. suggested in the Company’s the 6 wanted to go, and also submission. We remain never mentioned that after 6 The Company contend that steadfast in our position that positions were made LUAS Drivers have had it good our claim for improved Terms & redundant, 7 new positions while other Company’s have Conditions is long overdue and were created. been seeking pay cuts or pay an absolute necessary freezes. component of the new This is not a business that is Transdev has remained contract. We are seeking downsizing, it is in fact profitable every year of LUAS settlement of our claim expanding. “Organisational operation thanks to the effort implemented from January restructuring process” in this and commitment of its Drivers, 2015 and backdated as context means “Growth”. and as a profitable Company necessary. This has been our As Monsieur Jean-Marc Transdev were not alone in position all along and remains Janaillac (chairman and CEO paying increments since 2009. unchanged. of the Transdev Group) has recently stated "Having The reality is that the original Further updates will be issued established its recovery a year salary rates were set at such a following our next hearing at sooner than expected, low level, that the increments the Labour Court. In the Transdev has regained its issued were only recovering lost meantime, Please continue to capabilities for development, ground and reflected support each other in our enabling it to embark on an percentages that were so low objectives outlined herein. Be ambitious policy of innovation". that they barely met Cost of mindful that what is good for This is for the Shareholders Living Demands. It should also one, is good for all and bad for benefit. We are doing great be noted that many of the one affects us all negatively.