Originally Posted by
parkfell
If Union recognition exists, might not there be agreement to reemploy those who experienced compulsory redundancies from the holding pool, before taking on junior birdmen?
This one is also related to the national labour legislation in the country where the retrenchment took place. Some labour codes require that any vacancy announced within X months after retrenchment shall first be offered to those who were made redundant and only then to external applicants. However, a lot of that is somewhere in the grey. Was the individual fired purely because of the reduced amount of work in the company or did it carry an aspect of "unsatisfactory performance" or anything of that kind? Was the unlucky one a company employee or a contractor whose employer is effectively the agency and not the airline? Re-hiring of a former employee can be enforced by court even in a non-unionised airline - but with many ifs and buts attached to it.