Pay awards: Transport and storage
These tables summarise pay awards in the transport and storage sector monitored by the XpertHR pay databank.
|Organisation - employee group (nos. covered)||Effective date||Period (months)||Terms of latest award|
|Network Rail - operations, maintenance, controllers and band 5-8 employees (28,000)||1.1.20||24||
Second year of a two-year agreement gives a rise of 2.2%, based on a pre-set formula linking increase to the level of the RPI for November 2019.
There is also a minimum annual uplift of £575 (pro rata for part-time working). This is worth approximately 3.6% on the lowest adult rate (excluding apprentices).
For those on "Role Clarity" contracts (approximately 5,500 employees): the 2.2% increase is distributed based on performance ratings, and for those at the top of the salary band the increases will be made as a non-consolidated payment.
|Port of London - senior management group and grades 1 to 12 (400)||1.1.20||12||Basic pay increase of 2.9%.|
|Resonate Group - all employees (160)||1.1.20||12||1.75% basic increase, plus a further 3.25% budget allocated for merit-based awards throughout the year.|
|Royal Mail Property and Facilities Solutions - cleaners represented by CWU (numbers unknown)||1.4.20||36||
Second year of three-year agreement provides a 3.3% consolidated base salary increase.
The deal incorporates a "joint commitment to move cleaners to the Living Wage Foundation pay rate". It states that "to support this, we will jointly track progress towards this commitment and meet annually to discuss progress".
The intention is to move cleaners to the Living Wage Foundation rate in 2022 if this has not been achieved during the three-year period.
|Royal Mail Property and Facilities Solutions - engineers, administrative and generic grades represented by CWU (2,000)||1.4.20||24||Final year of two-year deal gives a 2.5% consolidated increase on base salary.|