A big problem with CX, or any big corporation, is ownership. The people making decisions do not own the company so they don't really care what the long term effect is of their decisions. Why spend $10 today to save $20 five years from now when instead you can cut $10 today and get a bonus....five years from now you are moved somewhere else in the swire empire so it becomes SEP(somebody elses' problem)!
The zoologist has told us we have the right number of crew, ergo we will not have much of an overtime bill this year. Over the last couple of months many crew I speak to are doing 90-105hrs and getting more overtime than they ever have before. But as Liam has alluded to, they average 84hrs but distributed poorly thanks to the knockon effects of people working G days and disrupting their published roster!
So maybe working G days, disrupting the roster and causing lots of overtime might have an effect on management after all. After all the corporate culture here is 'penny wise, pound foolish'.
My view, FWIW, is that working G days should be up to the individual until we, as a collective group, decide otherwise. I know many people feel we shouldn't work on G days. So get your committee to make it a motion and vote on it. In the meantime we have no moral right or imperative to pass judgement on the actions of our peers for a viewpoint that has not achieved a democratic consensus.
I am still unconvinced as to the material effect of contract compliance on the operation. What contract compliance does do though, is send a loud and clear message - and what the company hates is airing of dirty laundry. They have been lucky so far in that the AOA GC has kept our dissent 'in house' thus far, unlike KA.
Maybe our month's profit share will buy our acquiescence....and the extra 6% for UFOs means it is only a 20% paycut to join as a DEFO now cf last year.
Still, my training has no more prepared me for making accurate business suppositions than a zoology degree does in preparing you for running an airline;-)