Fortunately the extent to which men will have to be discharged will be far lower than the annual reductions in manpower. Natural wastage is such that the major part of the reductions can be brought about by strict control of recruitment, and this control will be facilitated by the existence of a clear cut plan. Even so, because the pattern of staff displacement will not match the pattern of wastage, problems will also arise from the necessity for extensive re-deployment of people.
The Board is keenly aware that a large scale reorganisation of the kind outlined in this Report is bound to cause hardship to some people and inconvenience to many others, and has prepared to ameliorate these difficulties as far as possible.
The established arrangements for redundancy have been revised and men who have to move from their appointed post to another one in a lower grade will in future retain their old rate of pay for up to five years, unless they can be reinstated in their former grade in the meantime. If they have to move home, there are substantial payments to meet their removal costs.
For those who have to be discharged, either because there is no other work which they can go to, or who elect to leave rather than move to other work, there will be adequate periods of notice during which they will be able to travel free and with pay to seek other employment. Also, there will be substantial resettlement payments.
The scheme for resettlement payments, which has recently been agreed with the Railway Trade Unions, provides for lump sum payments which depend upon length of service, plus continuing weekly payments over a period related both to length of service and age. The continuing payments are designed to help men while they are seeking other employment. For some long service men, lump sums may amount to nearly £500, and weekly payments to supplement unemployment pay may continue for a year.
In addition, of course, efforts will be made to help men to find new employment, by using existing machinery for placement and re-training, and by consultation with other employers.
On the positive side, the Board hopes that formulation of a realistic plan will restore confidence in the future of the railways and remove the anxiety which has existed in the minds of many for some years. A vigorous and efficient railway system, of the right size and pattern, will be able to offer good employment and wide opportunities for promotion to the large number of staff who will remain, and to those who will come in future.
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