Always thought a forum is about discussion - obviously NOT for
VB Management who sign up and make one "lilly gilding post" that is factually wrong and then state they won't reply........(but they obviously must read).
1. If you are serious about 'engaging' crew then don't try to back door the IR process and deny the greater proportion of crew their RIGHT to be represented - very un-Australian.
2. Do the maths and be honest, you are asking crew to do more for reduced rest and a lower per hour value.
3. Do what you said and fix the PAYG Summaries and allowances reporting so it is ATO compliant and so that crew are able to benefit appropriately.
4. In the "do the maths dept" add up the mangement bonus which according to
VB's own ASIC statement (the day after crew voted down the last EBA proposal) was to "reward, retain and motivate executive staff......."
5. Read the notes pages of the two Powerpoint documents circulated between various managers prior to, and during the previous roadshows.....a few very damning statements from the likes of 'RT' 'MB' and others that showed the true intentions of the EBA proposal.
6. Start considering crew fatigue - instead of cutting rest periods give the crews especially on long sectors appropriate crew rest facilities, appropriate crew meals and maybe even consider the findings of the TAXPAYER FUNDED fatigue reserach that
VB did with the Uni, particularly that bit about the dangers of an extra east coast sector after a back of clock trans-contential.
7. Oh what about the Commissions Orders re ad hoc and annual leave?..............I know you're working on it.....still...........
8. Stop spending on Branson visits like the cockatoo island p*ss up, the phony bushfire appeal soccer game in LA and the disgraceful LA promo for V that the US media bagged big time - these only promote his other ventures and are barriers to serious investors who see the real value of
VB as an LCC but don't like the risk and debt culture Branson promotes. BTW - no one believes the Merrill Lynch stooge statements on behalf of
VB given to the Fin Review either!
9. Maybe even think of doing something for the crew that took leave without Pay or volunteered for part time........ "brett" still doesn't answer these emails as he doesn't like hard questions. They took a pay cut while management took a back door pay rise!
10. Stop the B.S. in your crew communications and stop trying to scare crew into voting yes - this tactic contradicts your own statements regarding the commercial viability of the business and only says that you regard your front line crew as young dummies (which they are not).
11. start treating your international crew fairly - passport costs, requiring them to use their OWN mobiles while overseas for operational matters (WTF) etc etc
12. Give V a chance - stop spending on those sexist and embarassing 'get it up' ads - promote the service for what it is (which is good), change the schedule to better link up with the US domestic flights ...oh and don't cut the pilot and CC layovers.
As stated openly before I do sit upfront for another carrier but I have friends and family driving and in the
VB cabin......so this directly affects my mortgage and family too!
IR & EBA's are about creating profit partnerships - just grow up and negotiate like professionals rather than shonky con artists. Talk to the people who do the job and empower them - you might even find ways to really save $. You might even find that silver bullet.
Like the ASIC description regarding managment bonuses - "to reward, retain and motivate".......maybe you should apply this thinking to the
VB drivers and crew.
Unlike
VB Management - I'm more than happy to discuss.
AT