How to Negotiate

[Shep69]

Let's see how this works.

We have 4 groups--CN, FO, JFO, and SO. For the sake of argument we'll say there are equal amounts of people in each group (there doesn't have to be to make the scheme work; it's just a matter of picking off people within a divided work force and what's important is the concept). We'll start all even.

Ya need to remember also the lack of a pay rise is essentially (in HKG) maybe a 4-5% loss due inflation (we'll assume this is zero for the example just to make the numbers easier but the real number of any pay 'gain' would be the differential between it and inflation). Also that folks in each group can be 'enticed' with worthless promises which don't materialize.

JFO's and SO's are offered a 10% pay rise; the CN's have a 5% pay cut (but retain housing) and the FO's have a 5% cut in the upper pay brackets with a 5% gain in the lower brackets. JFO's and SO's vote for, CNs vote against. Some of the FO's are picked off due to short term gain (maybe even a CN or two due to housing stability) and TA passes with 55%. Company makes money and conditions get worse.

Most CN's and some FO's are pissed off at what happens--probably not remembering the exact numbers but only that they are pissed off at the company and JFO's/SO's for selling them out.

NEXT cycle, CNs get a 4% gain (net loss is still 1%) with the promise of hosing stability, FOs get 4% rise in upper brackets (net loss 1%) and 1% gain in lower brackets. JFO's and SO's get 10% pay cut. Split vote of 50-50. Slight gain in ARAPA for FO lower bracket picks off upgrading JFOs. TA passes 52-48.

Now everyone is pissed off (and the JFO's/SO's are mad at the CNs and FO's for selling them out) and worse off to boot.

NEXT cycle, SO's are offered 9% pay rise (net loss but new joiners don't know this), JFO's gain 9% (both groups 1% net loss over time but it looks like a decent gain in the short term), FO's stay flat, and CNs stay flat but lose housing. 50-50 split. Company then offers senior training CNs stability in housing and picks a few off. TA passes 51-49.

Rinse and repeat.

This is how we've gotten to where we are. Everyone works more for less and things decline over time by picking off groups and pitting them against each other and by exploiting the lack of understanding of new joiners (this is the anthesis of a productive work force FWIW). The important thing is to recognize how this happened in making decisions moving forward.

The KEY element to remember is that the TA's didn't pass with 90%; they passed with a very close margin to parity. So this is the key indicator that if the vote is close we are ALL getting screwed over time. It's just a matter of when our 'turn' comes.