Enzo999;
Hopefully, someone can provide those details for you. But why is your prospective employer, Orient Ship Management, refusing to answer your questions?
"OSM will answer all your queries relating to the contract, employment and training cost bond” -
[email protected]
You may read details in my posts that OSM will not provide you. Good luck.
Inkjet;
In keeping with the modus operandi of the Norwegian regime, you dedicate your posts to making grossly misleading statements regarding the precarious employment relationship with OSM and the guaranteed “unemployment” relationship with the respective Norwegian airline.
BALPA is recognized by OSM
What does this recognition give you with any Norwegian airline? Answer: Nothing.
Norwegian’s LGW based pilots have neither a Collective Labor Agreement nor union recognition, including a token gesture Crew Council, with which Bjorn Kjos and his parent airline must recognize and comply. Any consideration given by the airline to the contract terms and conditions between OSM and their employees, including a purported seniority list, is entirely at the whim of the airline’s incompetent management. Pilots are rented from OSM by the respective Norwegian airline to provide a service and may be retuned to OSM at will.
you seem to believe that at a flick of a switch our contract could be terminated, well yes with 3 months notice that is correct
Norwegian’s LGW based pilots DO NOT have a 3-month notice period with any Norwegian airline. The notice period is with the staffing agency employer, OSM.
So yes, at the “flick of a switch” any of Norwegian’s LGW based pilots may be returned to their employer, OSM, without notice, reason or recourse. Moreover, OSM may be indemnified from any obligation to find their employee(s) alternative work based on any action by their client airline, Norwegian. There may be no notice period, or payment in-lieu-of notice, whatsoever. Read the contract!
These fragile employment circumstances create a job security fear culture, as detailed in publicized safety related incidents surrounding Norwegian.
Now of course we could have engaged in all out conflict, but what’s the point? what would it achieve?
It would achieve employment law protections and compliance, additional labor rights and labor principles, a CLA and union representation DIRECTLY with the Norwegian airline. A shelf stacker employed by a UK supermarket has more employment rights than a LGW based, 787 or 737 pilot flying for Norwegian.
The UK is a signatory to International Labor Organization conventions. The ILO Guide to the Employment Relationship in Europe clearly indicates all legal criteria is met to permit Norwegian’s LGW based pilots to have union representation and a CLA directly with the respective Norwegian airline. Given that Bjorn Kjos declares he complies with ILO conventions, there should be no “all out conflict” in securing the aforementioned objectives:
“We place great importance on ensuring compliance with employee’s basic human rights as outlined in the International Labor Organization’s core conventions” - Link:
http://www.norwegian.com/uk/about/co...y/human-worth/
The next time LGW based pilots pay their union dues to BALPA for representation to OSM staffing agency, I suggest they include the ILO Guide to the Employment Relationship in Europe below, and ask BALPA to explain why they are not representing them directly to the Norwegian airline - Link:
http://www.ilo.org/wcmsp5/groups/pub...cms_209280.pdf
The US and Spanish based flight attendants are pursuing union representation directly with the respective Norwegian airline. Why?