Surely the best option is redundancy, with payoff, and then straight to the next door office and sign on with the new company. But maybe TUPE will be invoked.I heard rumours they annoyed some important people which lose then the opportunity.
I really hope the crew at the effected depots are redeployed, and don’t face redundancy.
Which in reality on the railway anyway rarely makes any difference as companies can’t then just decide single handily to impose changes without almost inevitably triggering some form of industrial action. I’ve worked alongside people on different pay & conditions for around 10-20 yearsYou keep your T&Cs for the first year.
It's just something that we have seen particularly on the passenger side of the railways over the years. Under BR we used to rub our hands together at the thought of redundancy as it often led to a better paying job through overtime (officially we where not supposed to get promotion through redundancy) & also through redundancy travel. As I went from office hours to shifts & lived 20 miles away I was getting as much as £66pw enhancements for the latter way back in 94.Why not? You can't have 50 staff on better t&c than the existing staff.... Not for long anyway