Originally Posted by
drfaust
Well that’s why redundancies suck don’t they? What do you do? Fire the future of the company essentially, precisely the people that are driving unit production costs down in order to save your senior crew? Fire young, vulnerable and also significantly local crew and by doing that actually driving unit costs up? It would be madness.
On the other hand, do you fire the senior crew on these elaborate contracts after they have invested their entire careers working for you and that have come in a time when not many wanted to be here? Not to mention the not so insignificant factor of experience that needs passing on. Also madness.
Wouldn’t it be an idea to make people redundant in a way that would still maintain their name on the list and their slot on their seat, should they wish to return when business picks up? (This may already be the case) Regardless of what happens with contracts. There is no fairness in an unfair time, but this could be a way forward? What about agreed unpaid leave as opposed to redundancy? Eventually pilots will be needed again, to throw the baby out with the bathwater doesn’t seem productive to me even though we can all see that something needs to be done to ensure survival on the long term.
There is no 'fair' way to do things and the concept of 'fairness' is wholly in the eyes of the beholder.
Seniority is a mainstay of most airline contracts simply because there isn't a clear cut better way to do things. Kind of a moot point in that CX's contract is clear on the matter and forced redundancies MUST be in reverse seniority order (and as such actionable in countries where there's real law). Seniority is a barrier towards jumping towards what would be ultimately a better career for the person (having to start all over) but is also a retention tool as much for the employer in that it keeps the person there after the company has made an investment in them. As such, seniority has a very high equivalent dollar value on any type of contract where it's enforceable.
SO
If there IS some form of 'better way' the only way to do it would be to recognize the dollar value OF the investment the person made in his seniority and justly compensate him (or her) for allowing the contract to be modified. Which is exactly the plan many US carriers have implemented so far (to be completely accurate it's more of a means of both company and union using procedures in an existing CBA to allow an individual to voluntarily bow out with an exit package or take partially paid leave with benefits). This also side-steps the 'stick' factor of attempting to abrogate these contracts which for the company would be extremely costly. So a meaningful deal must be negotiated; not a one-sided 'plan.'
There are all kinds of options (payment to retire early, partially paid but guaranteed leave with benefits, etc. -- these were the ones embraced by US carriers). Another plan could be partially paid leave with some form of future share in the company when things pick back up. The possibilities are endless but the thing to keep in mind is the carrier can't simply tear up the contract without it ultimately costing itself MORE than a reasonable deal.