Originally Posted by
Mr Good Cat
There are a lot of things I don’t like about the EZY SOP based on what I’ve heard from friends there, but this is one that I think actually benefits safety and crew fatigue. I can’t think of any reason to report to a crew room in the digital age. Providing the report time isn’t falsely reduced of course.
I’ll give you one - commercial pressure. Here is another one, trying to brief a crew in a stair well or busy terminal whilst waiting for your delayed aircraft.
The on time performance/ silo culture at EZY is a huge threat to be managed every day. From a personal perspective going straight to the aircraft is good, from professional stand point not so much, and yes, the poster above who mentioned morale nailed it. EZY are now desperately trying to go put this genie back in the bottle. We have been managed by, largely, awful cabin crew managers for years, whose prime directive is OTP. It drove a huge wedge in. Now we have base captains trying to pretend they are our mates again - because they have been told to
do this. It really shows up some individuals - some are better than others. The legacy of Peter Bellew and his actions during Covid still linger, ask senior management who nodded along side him in Covid and the mask falls as being reminded of history is inconvenient.
It’s all well and good compatible T’s and C’s but you should really compare part time T’s and C’s. Full time is not sustainable at easyjet. Fatigue is awful, someone above said we have a great fatigue system at easyJet, I think I know what they are getting at but to be honest they are miss-guided. A great fatigue system begins in schedule construction and flows through to roster production. It’s all @rse about t1t in easyjet. We have an in achievable schedule that ensures maximum roster chaos in the operational environment. In terms of SBY coverage easyjet has, probably, the highest numbers in the U.K. at round about 20%, and yet, we still run out of pilots when a butterfly flaps its wings in Asia. Yes we can go fatigued and many think this is without recourse - leading to the idea of a “great” fatigue system. However, out new buddies, the previously invisible base captains, have been ordered to haul us in for a chat over refused discretion and use if fatigue. How very Ryanair / but with a smile from your new “buddy”.
The company operates in a very silo style culture and it costs us millions year after year with the same pathetic excuses from weak leaders year after year.
In summary;
Pay is good ish. Equipment good. Training is currently very weakly led and poorly rostered. Great people to fly with but as a line captain I fly to a lot of ****ty places at night with very little experience sat next to me, who are bitter about their contract from day 1. Good regional bases.
Rosters will damage your health so you will be forced onto part time at some point if you can let go of the FOMO on being the richest person in the grave yard. Staff travel - good in LGW - **** everywhere else unless you are happy to holiday in the low season winter months. We just got private health, which our incoming CEO says it’s great and why we cannot get a previous share scheme reinstated. It is great - mutually - as we have too many pilots sick languishing on NHS lists further driving **** rosters and high SBY coverage. Over 20 years in if you couldn’t tell, immune to easyjet orange spin, we are very poorly led and the culture is full of holes where cabin services run the show - they are even conducting pilot interviews - no easyjet pilot in sight. Madness.
Apparently we are getting hats next year.