Senior management salary increases, more CCDMs than necessary, average of 135h rostered per 28 days (with a 140 max), unchanged minimum rest of 12 away from home, no mention of 2nd sector after BOC flights or buffers around operating these pairings, no mention of supp payment transparency to allow crew to track payments or submit forms when missing breaks (how much is the company saving in unpaid supp payments), the list goes on and on...
Bargaining is about compromise and we need to look at positive changes that meet the needs of both the company and cabin crew. Interest rates have increased which proves the Australian economy is still spending so the affect of the GEC is lessening.
A few things I would like to see:
- 132h per 28 days with 6 week roster visibility as a minimum, preferably 8 weeks (compromise to get us onto 28 day rosters)
- lose 15 minutes overtime from 9h to 9.25h (compromise as we're meeting in the middle)
- buffer around maximum rostered hours to acknowledge time used to keep up to date with emails, CCONs, manual updates as this is a requirement that must be met before briefings and to allow for delays (compromise to account for the current roster building to approx. 125hrs in our current EBA that allows for all of this - something a lot of crew do not realise)
- some form of trip-swapping/ dumping (this would be win/win as it would have a positive affect on sick leave by reducing days taken for personal commitments when bids fail and reduce the labour hours required by CCDMs to 'manage' crew with high SL. It's time to start using a tried and tested system of trip-swapping that has worked for other airlines.)
- reduce number of CCDMs and utilise cabin crew for majority of admin tasks - as they are currently doing. The majority of crew are self-managed and most crew wouldn't rate the performance of their CCDM very highly. If the company doesn't believe this, then give cabin crew an engagement survey in the form of anonymous upward feedback to rate the performance of their CCDM (compromise, shows the company is serious about cutting costs by removing redundant positions and also allows crew to work with the company by assisting with administration tasks or allows crew on work cover/ close to maternity leave to continue working. Maybe a system for crew to pick up a few extra hours a month to earn more money could work? Lower CCDM:Crew ratios work in other airlines, why does Virgin Blue have to be different?)
- the development of a system that allows the tracking of supp payments. Currently, crew are not receiving their minimum entitlement of a 20min uninterrupted break and are also NOT receiving the penalty payment when this happens. This means lost earnings for crew and an inaccurate wage expense for the company. It is about time this issue was addressed to ensure cabin crew are receiving their minimum entitlements when at work (win for cabin crew).
- a salary adjustment to at least cover inflationary increases (fair adjustment).
- removal of crew meals and a small meal allowance of $5 per meal window or some other form of provisions as there is currently a lot of wastage (win/win).
- removal of 2nd sector after BOC flights written into the EBA or a provision that ensures crew can access hotel rest before driving home or are allowed a cab voucher without being bullied by their CCDM (win for safety).
- an adjusted pay scale based partly on flying hours that means those with higher rostered duty hours are paid more than those with lower duty hours as currently, there is a significant difference amongst crew and their rostered duty hours. Some crew consistently being rostered 100hrs per month while others are being rostered 130hrs a month. It's not fair that both crew are paid the same while the former has the added opportunity to earn more on AVL days (win for the company and a win for crew with rosters at the higher end!).
- provision for dual-trained crew to get some sort of extra payment as they are required to maintain knowledge of two A/C types and more manuals than crew trained on a single A/C.
- increased transparency regarding leave slots. Currently there are not enough leave slots for each crew member to take their 6wks per year. This needs to be addressed and someone needs to be answerable when we can't get leave.
- reduced notice to take leave. The current requirement to provide 5-6wks notice to request leave is ridiculous and needs to be changed. Trip swapping may reduce this requirement but something needs to be done to reduce the requirement to 2-3 weeks so that crew can manage their leave and health better.