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Specialised railway policing put at risk by Scottish Government

06 September, 2016

British Transport
Police Federation
September 06, 2016

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Proposed Police Pay & Conditions Reforms

Members will be aware of the P.N.B. Meetings in connection with Police Reform, we now forward the outcome of these meetings between the official and Staff Sides of the Police Negotiating Board.

The proposals will be subject of consultation between the National U.K. Federations and their members prior to a further meeting scheduled for February 25th 2002 when the new arrangements may or may not be ratified.

Whilst we are linked to the outcome of these negotiations under our parity agreement we have no formal representation on the Police Negotiating Board.

The reason that this Federation does not have an input to Police Negotiating Board is that the Board consists of the Official Side (made up of Home Office officials and Local Government representatives) and the Staff Side (made up of National U.K. staff associations) It is constituted under the Police Act and as such does not apply to Police Forces not under the jurisdiction of the Home Office. British Transport Police have a separate employer who likewise has no input into the Board.

However, under the Wright Committee Report in 1979/1980, British Transport Police were given 100% parity on pay and allowances with Home Department Forces. It is for this reason that deliberations at Police Negotiating Board are so important to us.

The consultation paper on the future of the British Transport Police address's this issue and gives an opportunity for this anonomaly to be rectified.

Basic Pay Scales

The pay scales for the Federated Ranks will be shortened and be subject to a minimum increase of £400 per point with effect from April 2003.

The Constables scale will be reduced by two points at this date and the Sergeants, Inspectors and Chief Inspectors by one point.

The Constables scale will be further shortened by a further point at April 2004 and April 2005. This will result in the scale being reduced from fourteen to ten incremental points by 2005.

Competence Related Threshold Payment

Each member of the federated ranks will have access to a competence related threshold payment of £1,002 a year (pensionable) once they have served for a year at the maximum of their pay scale, and subject to satisfying the requirements of the scheme. This scheme will be introduced from April 2003.

It is anticipated that at least 75% of those eligible will access the threshold payment. The figure of £1,002 will be uprated in line with our usual index from 1 September 2004.

Special Priority Payments

A scheme for special priority payments will operate in each force. The first payment will be made under this scheme in December 2003. The scheme will be targeted at front line operational officers in particular. In the first year at least an additional 1% of the force's annual basic paybill for ranks below chief officers will be spent on this scheme. This will increase to1.5% of the paybill in the second year and at least 2% in years thereafter.

Payments under this scheme to individuals will be not less than £500 a year or more than £5,000 a year. They will be taxable but not pensionable and will be paid as a single lump sum in December each year as appropriate. The payments will be pro rata in the case of a postholder who has been in a qualifying post for less than the calendar year.

Bonus Payments

A separate scheme for bonus payments of between £50 and £500 per head to recognise occasional work of an outstandingly unpleasant, demanding or important nature will be introduced from 1 April 2003. These arrangements will be developed in local consultation with the staff associations.

Starting Salaries

From April 2003 higher starting salaries will be operating as follows:

Age Starting Point
Under 22 First point of PC scale
22 - 26 Second point of PC scale
27 and over Third point of PC scale

After completion of initial training, officers will move to the next incremental point. After two years' service, they will move to their third pay point and annually up the scale thereafter.

Encouraging Officers to Stay beyond 30 Years

A scheme designed to encourage officers to stay in the service beyond 30 years, subject to the agreement of the individual and force management, subject to Treasury approval and following pilot schemes will be introduced.

The scheme will allow each officer who wishes to participate to apply for selection. Appointment will be for up to four years and may be extended by a further three years. Officers will be eligible for lump sum commutation which the Inland Revenue has confirmed will be tax free.

Participants will re-enter the force at their former rank, if selected for that rank. They will no longer be entitled to replacement allowance but their pension will be partially abated so that their gross earnings will be at their pre retirement level, ie, including the replacement allowance.

It should be noted that any agreement reached on this issue would have to be looked at in conjunction with the Rules of the British Transport Police Superannuation Fund and separate confirmation from the Inland Revenue.

Part Time Working

The 16-hour minimum working week for part time working will be removed as soon as is practicable and the requirement for job share in respect of middle and senior ranks.

Simplified System for Regulations and Determinations

Police Regulations will be simplified and in certain circumstances replaced by legally enforceable determinations underpinned by sufficient safeguards in and linked to a substantive Regulation.

Working Time

The existing premia for overtime, rest day and public holiday working will be altered in two equal stages as follows:

Current Premium From 1 April 2003 From 1 April 2004
T + 1/3 T + 4/15 T +1/5
T + 1/2 T + 5/12 T + 1/3
Double Time T + 3/4 T + 1/2

This effectively phases in a reduction in the premia over a two year period.

From 1 April 2003 the present eight day threshold for triggering the higher rate of compensation for working on a rostered rest day will be reduced to five days. The current fifteen day trigger point will not be changed.

The rules will be amended from 1 April 2003 so that the post-Sheehy 'disregard' of casual overtime of up to half an hour up to four times a week applies to time-off as well as to paid overtime compensation. (This has no effect to PSNI as time off is still under review.)

Duty rosters covering at least three months will be drawn up and published locally by force management, after full consultation with the JBB. At the same time, PNB recognises that it is good practice to plan annual leave up to a year in advance, in the interests of both officers and managers.

Sickness and Ill Health Retirement

As British Transport Police have a separate Pension Fund with specific rules on incapacity any proposals under this heading will not apply.

Allowances

The following allowances will be maintained:

  • Rent, housing and replacement allowances
  • London weighting and London allowances
  • South East allowances
  • Dog handlers' allowances
  • Other allowances are being included which are not paid within the British Transport Police. If agreement is finalised then negotiations will commence for all allowances to be paid.

Plain clothes allowance will be halved from 1 April 2003 and discontinued from 1 April 2004.

Subsistence, refreshment and lodging allowances will be discontinued from 1 April 2003. Instead officers will be reimbursed expenditure incurred in the course of duty provided it is:

  1. Necessary;
  2. Reasonable;
  3. Additional to what the officer would otherwise have incurred; and
  4. Backed by a receipt.

Removal allowance will be discontinued from 1 April 2003. Instead officers who are required to move will be reimbursed for associated expenditure provided it is necessary, reasonable and backed by receipts.

Gratuity for fingerprinting and searching badly decomposed bodies will be discontinued from 1 April 2003. Where gratuity would have been paid a bonus payment may be appropriate.

This package is offered in addition to the normal September upgrade of pay in line with the median of OME's survey of private sector non-manual total pay settlements.

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