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DRIVER UPDATE Current Status a WORD of APPRECIATION LUAS DRIVERS – PROTAGONISTS of the LUAS SUCCESS

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DRIVER UPDATE Current Status a WORD of APPRECIATION LUAS DRIVERS – PROTAGONISTS of the LUAS SUCCESS 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 Transdev 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 Tram 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 Trams 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. Alstom 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 Sandyford 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.
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