Stellina
6th November 2001, 23:03
BULLETIN 27 - 06 NOVEMBER 2001
On September 28th we announced blue capacity reductions on a 'tactical'
level of 15%.
Following the developments in demand together with the network reductions
and changes by KLM ex AMS, we will continue the reduced scheduling in a more
structured way. This will be achieved by reducing the number of aircraft
deployed. We will be operating four less aircraft as per January 2002 (3 x
F50 and 1 x F100). The 3 x F50's will be returned to the lessor, while the
F100 will remain on the ground. The remaining F50s will be kept for another
two years rather than replacing them with jets in 2002 as previously
advised. An ATR will be used on the NWI-AMS route.
Based on what we know today about market demand developments, we feel with
these network changes we will better balance capacity with demand. However,
more far reaching measures may have to follow in view of the uncertainty on
further developments in the global airline industry
IMPACT ON WORKFORCE
This reduction, coupled with the investment stop and termination of
projects, will impact on jobs in all areas of the Company. We have started
consultation today with both the Unions and the Staff Forum.
We will have to reduce staff cost by about 15%, predominantly on blue, but
will endeavour to limit the number of redundancies as much as possible.
I have asked my Heads of Department (who have themselves already taken a 7%
pay cut) to achieve these savings.
I list below the various options but I should stress that the final
decisions will need to be made by the Heads of Department and all options
might not be available to all staff.
1. Voluntary Measures
Reducing hours of work on a temporary basis or buying extra leave
If this option is agreed to by your Head of Department, the reduction in
hours would take effect for an agreed period of time after which you would
return to full time employment.
Your salary would be adjusted accordingly, however, the employee and
employer pension contributions would continue to be based on the current
full time salary. In addition, any leave days would be honoured, and all
other benefits would be unaffected (sickness pay, healthcare, cars etc).
For example, a nine day working fortnight or a four day working week. We
will consider all suggestions.
Gradual retirement
For those of you who are within two years of normal retirement date you may
reduce your hours of work but your pension would not be adversely affected.
There are a number of criteria which govern this option, however. Should you
qualify to join the scheme, and it is agreed to by the Company, a start date
would be mutually agreed.
Sabbaticals and unpaid leave
If you want to take an extended period of time off, unpaid, in order to
pursue personal plans and ambitions please raise this with your Head of
Department.
Each application will have to be considered on an individual basis, and
where it is possible this will be accommodated, however, given changing
circumstances, we cannot guarantee that you would return to your original
job.
Extended unpaid maternity leave
It may be possible to extend current maternity leave and return at a later
date.
Each application will have to be considered on an individual basis, and
where possible this will be accommodated. If this is the case, your
statutory rights will be unaffected.
Unpaid paternity leave
If you wish to take unpaid paternity leave please contact your Head of
Department.
Each application will have to be considered on an individual basis, and
where possible this will be accommodated.
Staff on fixed term contracts
These contracts will not be renewed on their completion date.
2. Other Measures
If the above should fail to realise the necessary reductions in staff and
cost, redundancies (voluntary or compulsory) will be necessary.
3. HR Support
Assistance will be provided from the HR department on job applications,
references, CV's and pensions.
If there are any further queries, please contact your Manager in the first
place. The Human Resources Department is also available to advise staff.
Best Regards
Floris J van Pallandt
:eek: :eek: :rolleyes: :( :( :confused: :confused:
Whats up now?
On September 28th we announced blue capacity reductions on a 'tactical'
level of 15%.
Following the developments in demand together with the network reductions
and changes by KLM ex AMS, we will continue the reduced scheduling in a more
structured way. This will be achieved by reducing the number of aircraft
deployed. We will be operating four less aircraft as per January 2002 (3 x
F50 and 1 x F100). The 3 x F50's will be returned to the lessor, while the
F100 will remain on the ground. The remaining F50s will be kept for another
two years rather than replacing them with jets in 2002 as previously
advised. An ATR will be used on the NWI-AMS route.
Based on what we know today about market demand developments, we feel with
these network changes we will better balance capacity with demand. However,
more far reaching measures may have to follow in view of the uncertainty on
further developments in the global airline industry
IMPACT ON WORKFORCE
This reduction, coupled with the investment stop and termination of
projects, will impact on jobs in all areas of the Company. We have started
consultation today with both the Unions and the Staff Forum.
We will have to reduce staff cost by about 15%, predominantly on blue, but
will endeavour to limit the number of redundancies as much as possible.
I have asked my Heads of Department (who have themselves already taken a 7%
pay cut) to achieve these savings.
I list below the various options but I should stress that the final
decisions will need to be made by the Heads of Department and all options
might not be available to all staff.
1. Voluntary Measures
Reducing hours of work on a temporary basis or buying extra leave
If this option is agreed to by your Head of Department, the reduction in
hours would take effect for an agreed period of time after which you would
return to full time employment.
Your salary would be adjusted accordingly, however, the employee and
employer pension contributions would continue to be based on the current
full time salary. In addition, any leave days would be honoured, and all
other benefits would be unaffected (sickness pay, healthcare, cars etc).
For example, a nine day working fortnight or a four day working week. We
will consider all suggestions.
Gradual retirement
For those of you who are within two years of normal retirement date you may
reduce your hours of work but your pension would not be adversely affected.
There are a number of criteria which govern this option, however. Should you
qualify to join the scheme, and it is agreed to by the Company, a start date
would be mutually agreed.
Sabbaticals and unpaid leave
If you want to take an extended period of time off, unpaid, in order to
pursue personal plans and ambitions please raise this with your Head of
Department.
Each application will have to be considered on an individual basis, and
where it is possible this will be accommodated, however, given changing
circumstances, we cannot guarantee that you would return to your original
job.
Extended unpaid maternity leave
It may be possible to extend current maternity leave and return at a later
date.
Each application will have to be considered on an individual basis, and
where possible this will be accommodated. If this is the case, your
statutory rights will be unaffected.
Unpaid paternity leave
If you wish to take unpaid paternity leave please contact your Head of
Department.
Each application will have to be considered on an individual basis, and
where possible this will be accommodated.
Staff on fixed term contracts
These contracts will not be renewed on their completion date.
2. Other Measures
If the above should fail to realise the necessary reductions in staff and
cost, redundancies (voluntary or compulsory) will be necessary.
3. HR Support
Assistance will be provided from the HR department on job applications,
references, CV's and pensions.
If there are any further queries, please contact your Manager in the first
place. The Human Resources Department is also available to advise staff.
Best Regards
Floris J van Pallandt
:eek: :eek: :rolleyes: :( :( :confused: :confused:
Whats up now?