bin - BA doesn't have an A-scale and a B scale. With NRA 50 Crystallised APS, NRA 55 APS, NRA 55 NAPS1, NRA 65 NAPS 2, DEP, CEP, BARP and FFP scales BA has an A,B,C,D,E,F,G,H and soon an I scale. The point of this alphabet soup is that pretty much everyone joins BA knowing what they expect to get. Some have been very lucky and have found the goalposts have moved significantly in their favour. Others have been less fortunate and found things have deteriorated for them. This good fortune/bad fortune split largely parallels the intergenerational wealth transfer we are seeing in British society as a whole at the moment! To get to my point, we are largely seeing a dilution of terms and conditions across the industry. You simply cannot keep averaging down across incumbent workforces to protect future joiners because the incumbents have made plans based on reasonable expectations.
There are plenty of things you can preserve for new joiners, such as free type ratings, career path flexibility, part time working, access to new fleets etc etc, but you can only work within the parameters of the employer. If they want X, they aren't necessarily going to accept Y, even if it produces the savings they want. The employer makes long term strategic decisions about the direction of the business, and "Swap Y for X" does not necessarily match their long term vision, even if it does match their short term savings targets. The cleanest option is a clean break from the old system and clear, unambiguous infomation on the new system. Nobody is compelled to join under the new system, and if they choose to do so they can't say they were surprised. Despite what studi would have us believe, few in the industry are revolutionaries. I've no doubt the focus of negotiations will subtly shift in favour of the mass of individuals on the new scale over time, as it democratically should, but I've yet to see any full scale revolution in any major airline, simply because once people are in they know that it's not fair to take from people things they reasonably expected, and there's always someone willing to do your job cheaper than you. People know that once you start snatching from the guy at the top, there's nothing to stop the management snatching the same from you.
Originally Posted by studi
Not exactly, read more thorough! I said to maintain current pay until you are due for next increase according to pp34.
Same difference. Pay freeze now until you reach an increment under the new pay scale. That's a real terms pay cut however you dress it up.
I was not aware that the now implemented solution solves this problem. Too much jet lag when deciding for your vote?
The current solution drops the total pay costs quicker than yours. Thats why BA wanted it. Of course you won't know this as your only information is that which you've garnered from pprune.
And yes, some people vote for paycuts, part-time to keep guys on board etc. You will never be one of them, we got that.
Been there, done that, got the T-shirt. Too many times to take you seriously, despite your self-flagellating overtime freeze.