Originally Posted by
Andy D
Job roles are made redundant so if a fleet is retired e.g. 747, then BA can legally argue that the roles of the people who flew that fleet no longer exist. Barring contractual issues / collective agreements it is the most straightforward type of redundancy to carry out.
Where a fleet stays but a reduced number of roles is need then BA need to prove that the mechanism they used to choose who keeps or loses their job is fair.
Retraining from one fleet to another is where the situation gets more complicated. If BA made a A350 pilot redundant, and retrained a 747 pilot to fill the roll then the A350 pilot may have a case for unfair dismissal. And BA would need to prove that 747 pilot was better qualified for the role despite needing retraining.
I don't believe you have a valid argument here.
Contacts usually specify "pilot" as the job description. They don't specify aircraft type, nor is there usually any reference to training appointments.
LIFO, in my opinion is the fairest system, if it's already in place when you accept a job's terms and conditions.
Redundancies based on poor performance or character peculiarities may well result in unfair dismissal claims. Subjectivity might be argued.