Despite a purported system-wide Master Seniority List, upgrades on all fleets is entirely at the whim of Norwegian’s questionable management. Third-party, agency employed pilots, either individually or collectively, have neither an employment relationship nor recourse directly with Norwegian, whatsoever. Read the contract.
‘Morality’ and ‘correctness’ are not words I would associate with Norwegian’s labor model, nor, I imagine, would those staff on the receiving end of Norwegian’s oppressive style, regularly making headlines in the Scandinavian media:-
http://www.pprune.org/terms-endearme...ml#post9326078
Kjos talks a good talk on how he values his staff at 2.00 minutes in the video below:-
“The number one criteria for success is all the fantastic people we have up in the air, in the offices, on the ground”
https://www.youtube.com/watch?v=FzAS...&nohtml5=False
If staff are indeed the number one asset, it follows, those same staff have a commodity with which they can decisively negotiate a positive change in their working terms and conditions. The Norwegian Pilot Group declares its goal to members:-
“To facilitate the effective collective representation for ALL Norwegian pilots regardless of country or base”
Rather than idly boast, system-wide collective representation, why not actually do something(?) - NPG: Norwegian’s Pitiful Group.
Apparently, Norwegian’s 787 pilots want to go their own way and have formed the Norwegian Long Haul Pilots Association, NLHPA. Their website states;
“NLHPA will seek its goals by establishing a constructive relationship with the employer”
Their “employer” is the third-party agency that rents them to Norwegian. Any “goals” sought directly with Norwegian require different methods. Let’s hope they can meet the challenge. If not, it is in danger of becoming the NLHPA - Norwegian’s Long Haul Pilot Apathy.
A group of sheep will soon have masters of wolves….....or one smiling rock-ape!