LCR23145

PARTIES:

DIVISION:

SUBJECT:

Complaint under Section 26(1)

BACKGROUND:

This dispute could not be resolved at local level and was the subject of Conciliation Conferences under the auspices
of the Workplace Relations Commission. As agreement was not reached, the dispute was referred to the Labour
Court on 2 May 2025 in accordance with Section 26(1) of the Industrial Relations Act, 1990. A Labour Court hearing
took place on 30 May 2025.
2
UNION’S ARGUMENTS:
• The 3% on offer for each year of the pay proposals was not sufficient or adequate to meet their aspirations.
EMPLOYER'S ARGUMENTS:
• The current pay proposal represents the very limit of what can be offered in a pay proposal and is
reasonable, if not significant, in the context of what is affordable to the company

DECISION:

The Company/ Union pay agreement expired on 31 December 2024. During local discussions the Unions indicated that they were looking for a straight pay increase comparable with other CIE companies and one that would provide pay parity with Dublin Bus. The Union valued pay parity as requiring an increase of 12.7%.  The Company proposed modest pay increases along with targeted measures to enhance other worker benefits at the company.  The matter was referred into the Conciliation services of the Workplace Relations Commission (WRC). During conciliation the parties considered both a two year and three-year deal and ultimately opted for a two-year detail.

 A detailed WRC proposal containing eight specific issues tied to pay, along with some general principles and grade specific items were put to a ballot of all the union members and rejected by 64% to 36 %.

The Unions in their submission to the Court stated that having engaged with their members about the ballot result, noted issues raised were around the quantum of the award for each year and the ambition of the Driver grade to close the pay gap with Dublin Bus. Also, the increase to the expenses was not sufficient to cover costs being incurred, night allowance had not been increased since 2018 and several issues that were specific to certain categories of Workers. The Union in its submission identified a number of what they believe are comparator agreements in Transdev and An Post.  

The Company in their submission set out the issues impacting on affordability of a new pay deal and stated that the WRC proposal was the very limit of what the Company could offer. They believe that in terms of the marketplace it was a very reasonable offer. The Company set out the cumulative cost of the proposal that was balloted on and stressed that it had made a loss of €4.2m in 2024 and was projecting similar losses for 2025. It also submitted that the proposal included other improvements to terms and conditions which were valued at 1% of pay per year with some groups benefitting from other changes and stated that the percentage increases should not be looked at in isolation. 

The Court engaged with the parties both collectively and individually and taking into account the submissions both oral and written of the parties, the Court recommends as follows.

 This Labour Court recommendation to be read in conjunction with WRC Proposal of 13 February 2025, noting that there was no dispute about the general principles paragraphs or the paragraphs that followed which identified grade specific items.

Recommendation of amendment to WRC proposal dated 13 February 2025.

1. Pay this section to be amended as follows.

3.5% and a €500 voucher effective from 1 January 2025

3.25% effective from 1st January 2026

Voucher payable to those employed on 01/01/25 and remaining in employment at date of acceptance of recommendation.

This Pay Deal to expire on 31 December 2026 and the parties agree to engage no later than 4 months before the expiry of this deal to secure a successor.

2. Paragraph 2 to be replaced with, in addition to the above pay arrangements, the parties have also agreed the following improvements in terms and conditions.

Driver Pay scale; The current 7-year scale will be reduced to a 6-year scale from the date of acceptance of this recommendation as follows.

 Year 1                                 1st Pont of scale

 Year 2&3                            2nd Point of scale

 Years 4&5                           3rd Point of scale

 Year 6                                   4th Point/ Maximum of scale.

3. Paragraph 3 to be replaced with; Meal and Subsistence Rates.

 The existing rate will be increased to 15% effective from the date of acceptance of this recommendation.

      4-6.  Paragraphs 4 Annual leave, 5 Bereavement leave and 6 Benefits   to be replaced with.

                On acceptance of this Labour Court Recommendation a Joint Union / Management Working                 

                Group will be established to review these benefits and consider improvements to same.

7.       Safe Driving Award

               The Safe Driving Award will remain at €250

8.         Paragraph 8 to be replaced with; School Bus Drivers and Engineering Operatives-Revised Pay scales

The company has proposed revised pay scales for these two grades for consideration and agreement of the TUG. These revised scales are inclusive of the pay awards outlined in this agreement and will apply from the date of acceptance of this Labour Court Recommendation.

Both parties agreed that they will engage following the acceptance of this recommendation on the issue of pensionability of shift pay for engineering operatives.

9. New paragraph 9 as follows; Night Allowance.

The Employer will increase the night allowance to €20 with effect from the date of acceptance of this Labour Court Recommendation

The Court so recommends.

	Signed on behalf of the Labour Court
	Louise O'Donnell
FC	______________________
6 June 2025	Deputy Chairman

NOTE

Enquiries concerning this Decision should be addressed to Ms Fiona Corcoran, Court Secretary.