This has just dropped in my intray. Brilliant!!
Please see letter sent from WDMM to Brian Boyd. Please pass this on
Dear Mr Boyd
Following the 92% no vote we have seen very little communication from our union or even a willingness to engage with us. Where is the ballot for strike action?
At no point have the union thought to ask what we are looking for and subsequently a situation has arisen where you were strongly recommending a deal, which was completely at odds with what we wanted. We are surprised and disappointed that you, as our newly appointed representative, have not addressed this and explained why to this point you have not represented our views in any negotiations with the company . Before going forward in this process we need to know that you are on our side and that you clearly understand what we are looking for.
In the absence of any communication or research by Amicus, a number of us have been polling the crew on recent flights. We have spoken to at least 300 crew and continue to receive hundreds of emails and a massive majority expressed the minimum deal they would accept which is outlined below.
We want a
2 year deal only. Not a 3 year deal
Year 1
- 6% pay increase backdated
- Increase to trip pay as outlined in earlier deals. Pensionable from year 1
- Crew down payment increased for each crewmember per trip to £50/1 crew down. £100/2 crew down, £200/3 crew down.
We feel that this increase to crew down, rather than increase our salaries, would stop the company allowing crew down and reduce the impact to our customers and our morale.
Year 2
- 4% increase to basic, trip and crew down payments
FSM/CSS pay
Amongst the FSM/CSS's we feel undervalued compared to our colleagues in other airlines in respect of our basics salary, more so than other ranks. There is a strong feeling amongst the FSM's that pay must rise to at least £28000 and £23000 for CSS. We all seem happy if need be to pursue this through a separate union.
Self funding?
The idea of self funding is not acceptable in any way, either terms of our remuneration, benefits or working practices.
End of conversation.
Therefore in no way are any of the following acceptable
-Loss of crewmember of 600 or any other aircraft.
-Loss of airshare or reduction in any way. We would like a air share payment introduced which reflects our revenues rather than profit similar to that of the FD.
-No further increase to the block of standby in 3 year period
Planning for future pay increases.
Lyell Strambi mentioned in a recent company communication regarding the Base, that they had been putting money aside to invest for a number of years. Can we ask him why he has not adopted a similar approach to cabin crew pay?
How can present pay increases be funded
There are clearly ways of reducing costs in other areas
-BBMT courses
-Cabin service training days incorpaarteted with SEP
-Why do we have so many ground managers? Directors? If the company want to save money take the BA approach and clear out the huge number of senior and middle managers we have. BA manage to make huge profits and at the same time pay their crew considerably more than any realistic level of pay we are looking for.
Almost everyone we have spoken to would rather take industrial action rather than accept anything less than what is outlined above. Mr Boyd, you have clearly taken on the role as our representative and as such you must now start to listen to us, represent us and ensure what is outlined above is the
minimum we accept.
The pilots got their deal last time, it is our turn now. Please do not underestimate our willingness to see this through to the end and we will certainly not forgive the union for any further mistakes.
WDMM