London Underground Pay Bulletin November 2023

LONDON UNDERGROUND SPECIAL PAY BULLETIN November 2023

Vote YES to strike over pay

We were heroes during the Covid pandemic Now we face another real terms pay cut

RMT’s claim

LUL’s offer

l An RPI pay rise

l 5% from April 2023 when RPI was 11.4%

l A minimum pay rise to protect the lower paid grades l Return of Priv travel facilities for all staff

l No minimum increase l No commitment on Priv

See over page for full details Look out for your ballot paper which will arrive from Tuesday 21st November. If you do not receive a ballot paper shortly after that email info@rmt.org.uk for a replacement.

One rule for senior managers, another for us TfL created a bonus pot of £13m for senior managers. Adding that £13m to the pay offer would be the equivalent of another £800 each. That’s an additional 2% for members earning £40K. The commissioner took an 11% pay rise in 2023.

We generate London’s wealth

Each of us generates £17,500 a day by providing London with its Tube system It seems the Government, Mayor and our own management only understand this when we go on strike and STOP generating profits for the banks and big businesses in the City.

Vote YES and tell TfL and the Government that we will not accept real terms pay cuts.

Lower Paid grades need cost of living protection A CSA2 will get less than £100/month after tax from the 5% increase. £100/month will not even cover the rise in energy prices for many members. RMT is aware of members having to take out loans just to pay for day-to-day bills.

Every time we get a percentage rise with no additional protection for the lower paid grades these members fall further behind.

This is not good enough.

5% Increase will not be applied to pay bands Banded pay applies to most MATS roles, Customer Service Managers in stations and to service control staff, apart from the SO grade. It also apples to many members in APD (Engineering & Fleet roles) who are on banded pay, including Q grades.

Refusing to inflate the pay bands means that if the 5% increase lifts your pay above the top of the current pay band you do not get the consolidated increase. Over several years, the failure to apply consolidated increases reduces your salary and can seriously reduce your pension in retirement.

Because the bottom of the band also stays where

it is, anyone moving into a role at the bottom of a band will be paid 5% less than those who were in the role when the increase was paid.

Freezing pay bands is all about avoiding paying the 5% in full and creates a two-tier workforce. The banding scam reduces starting pay for many roles over time.

TfL management has stated its intention to market test and benchmark pay across LUL next year. We must defend the principle of a pay rise for all.

All grades, all functions together. No-one left behind.

TfL’s fake financial crisis The only reason TfL faces a financial shortfall is because they agreed with the government to abolish the operational subsidy again.

No similar metro system in the world operates

without government operational support.

We cannot accept the erosion of our pay every year as the cost of reducing government spending on essential public services.

Vote YES for strike action and action short of a strike www.rmt.org.uk