What to do
Things that are not going to work because sadly we are not, and never will be a united group.
*Go slows, extended briefings, cockpit prep, taxiing, ext, as all of these things will show up immediately, and action will be taken against individuals, who will get little to no support from the rest of the pilot group.
*Using extra fuel, ie no short cuts, levels, t/o and appr config see above
*Rated thrust t/o..just gona increase my chances of a failure
*Going sick... yeh right...how many times are you gona do that
*And many of the other hair brained schemes proposed in this thread.
As I have said before the airline depends upon the voluntary support from line pilots who fill a myriad of management and technical positions. The vast majority of those pilots never joined EK as such, so should be free to resign and return to their positions as line pilots. If they did so the airline would come to a halt in under a week. Imaging just a delay of a week for PPCs alone, every week that went by would mean X number of pilots unable to fly........Sadly we have too many among us with visions of management grandeur, or a bright star and a special set of wings, so it ain't gona happen in numbers sufficient to make a difference.
The fact is that we are in unprecedented times so things may have to change for ALL of us for the time being.
The days of plenty that allowed arrogant, one man banded, daygo suit wearing, mont blank pen wielding, manager spivs who saw it as their right to steel from their employees , and pay themselves exorbitant amounts of money at the expense of tireless employees ARE OVER.
If you've been one of those managers I propose you clean out you desk and slink off back under the rock from which you originated, before you get kicked there by a workers size 9s steel toe safety boots. Then when everyone has forgotten you (a day later) you may re emerge and join the queue and look for a real job. You should pray that you get a real boss who puts his employees first above all else.
Enough ranting so what to do.
Sack all of the idiot managers who refuse to, or who are incapable of communicating with their employees. This is a basic management function so if they can't do it they should f%$k off. In this game they are a safety hazard.
Sort out the huge number of superfillous office activities, and associated staff and significantly cut their numbers. I'm sure the office bunnies work like Heather Mills in an ass kicking contest but I would question what is being done, and does it really need to be done. Do we need a huge flight ops and training department to re invent the wheel all the time, issue stupid and useless notices and FCIs (which hardly anyone reads anymore) and micro manage pilots with annoying phone calls over minor misdemeanors. Send them back to the line.
To go would be
HR
What the hell do we need HR for anyway, I think flight ops, and every other department can recruit and administer their own staff with a bit of cheap software. And do a better job. Another invented and unnecessary creation of modern failed business culture which we did perfectly ok without before. HR is the biggest con job of the past 20 years
PHYSC DEPARTMENT
Total waist of space and money. Don't need them for recruiting, or anything else. Crazy people can be sent to a specialist as per any other problem.
ACCOMODATION DEPT
Not a definite on the to go list but the empire that has been built over recent years, although improved since the departure of the orderly Corporal Q-cumber is probably in need of massive review.
MEDICAL DEPARTMENT
Great staff, and fantastic support when things really go wrong, but it just doest work anymore for day to day issues, too many tom dicks and harrys going there now so rarely can you get access when you need it. Close it down and give private insurance appropriate to ones level.
WAGES PILOTS AND OTHERS
EVERYONE must share the pain. If the company loses money the boss and his cronies get $1 a year till its fixed. (and no bonuses)
For pilots reduce basic salaries down to a level representing 50 or so hours of flying, then pay overtime on a sliding scale for every flying and duty hour above that. The scale would mean significant remuneration when hours go above high 80s. It would mean a significant cut now, but lots of days off, but we should be allowed to clean up when the good times return. A pay system relieves the company of financial burden when times are bad and allows them to pay **** loads when they can afford it. It also reduces sick days, and makes pilots happy to fly when times are busy as they make lots of money.
As opposed to increasing the overtime limit to an un unstainable level and adding to an already serious fatigue problem...YOU IDIOTS
Introduce similar productivity based systems for all other employees.
ROSTERING
Let the bid system run as is STOP MESSING WITH IT.... friggin children!!. If its oversubscribed remove the junior cabin crew. New joiner CC wouldn't know the difference anyway, and most only stay a couple of years and leave. Extend it to SFS and above. Remove childish ,vindictive and ridiculous restrictions which make the system impossible to administer. If we do our 50 or 90 hours whatever is required and we get 20 days off, tuff titties. We might need the rest as we may spend the next two months flying our rings off.
Allow commuting rosters...Derr
BASINGS
Probably do able but not so easy for pilots to be honest due to lack of flexibility in substituting types and so on should the need arise. But a definite possibility for Cabin crew for the following reasons. Base as many as pos off shore and pay local wages plus 15-20%.
Crew the flight with a maximum of 30% or so off base crew from the destination or origin base....please don't divert this thread into a basings issue.
*There are significant numbers of them, so cost savings are significant.
*A high proportion come from parts of the world where salaries are low.
*If they get together and decide not to front for a flight for whatever reason, with only 30% from the base the flight can still go, leave them behind.
*They are happy as they stay at home and earn better money that they would get with their local carrier.
*Those from the low cost countries that would be targeted contribute little to the UAE economy and remit a large proportion of their salary anyway.
LOADS FLIGHT SCHEDULES
Low cost carriers are doing well now as business travelers seek to save costs. Seize this opportunity now!!
Accelerate fly Dubai and re paint some of our wide body aircraft including the white elephant in fly dubai colours. Issue all pilots with a new set of wings, and sell them a leather jacket (it is low cost you know) leave the hat at home, and second them to FLY Dubai when required. (Less recruitment, training ext required, and eliminates costly retrenchments from EK should things get that bad.) Introduce the narrow body aircraft as and when required.
Reduce flights NOW to places where demand has dwindled, and substitute a proportion of flights with FLY Dubai aircraft. Say out of 6 LHRs offer 3 as fly dubai. Offer bucket price fairs using all economy A380s on AUS-UK (via Dubai so they spend some money here) and AUS-US routes (lets face it V Australias gona fail ). Use the 380 all economy to JED and BOM, least it might make some money on those routes. No grog and basic food.
Watch the market closely and do the required preparation now to be able to seize route opportunities immediately as other carriers fail.
LEAVE
Make all staff use up their leave. Offer limited unpaid leave if required.
LAYOVERS
Can't be messed with as they are marginal as is, and have significant implications on morale, and fatigue. OFFER minimum rest layovers to those who want them to places where it is legal and feasible to do so so. Offer 12hr LHR, 24hr IAH they suit some people but you can't force it as it has serious fatigue implications. There's one thing offering, as it may suit some people, but its a totally different thing mandating it. This should be done in conjunction with removing limitations on days off ext. NOTE TO MANAGERS don't try this trick with the silly limitations you have imposed on our days off, as obviously it wouldn't work.
TRAINING
Adopt train to proficiency. The present system is useless, unnecessary, and a waist of sim resources, trainers, and pilots time. After initial type rating/upgrade space the first 2 years of TTPs at 6 months, then go to 12 for the next few years, and eventually 18mths between TTPs for those who are experienced, and have demonstrated consistent competence. Do away with checking its old hat. Savings would be significant.
HUMAN MANAGEMENT
ENOUGH OF THE CRAP WE CAN'T AFFORD TO PLAY CHILDISH GAMES ANYMORE THE WORLD AND DUBAI ECONOMY IS IN DEEP **** - WE ALL NEED TO PULL TOGETHER NOW, and with a bit of luck we could actually profit from this crisis.
Human relations issues which could be implemented to help ease the pain.
-leave the rostering system to run its course (NO COST)
-let us use un occupied pax seats on long haul (NO COST)
-let crew use the jump seats (NO COST)
-offer basings for cabin crew (MAKE MONEY)
-Offer commuting rosters (NO COST)
-Support your pilots, there a valuable and more useful asset than you realise (NO COST)
-Communicate regularly with your pilots and go on a few multi day patterns every now and again. Even you TC, you are welcome ....( NO COST)
-Listen to your pilots and pay serious attention to safety reports before we have a serious incident. (NO COST)
-Re write FDLs to mitigate fatique, not to suit EKs patterns. As is they are an absolute joke.
(NO COST)
AND THE BEST YOU COULD OFFER IS LIMITING OUR DAYS OFF TO 12 WITHOUT ANY VALID REASONING.....GREAT MANAGEMENT...BEND OVER AND ACCEPT MY VIRTUAL SIZE 9.
Last edited by allaru; 12th Feb 2009 at 17:02.