The Management
12th Sep 2009, 13:24
I would like to thank all the staff that selected SLS. The CPG is in a dire position and we have asked/demanded all staff give one-month salary back to The Group and convert to a new lower COS 08.
Our Group has over $25 Billion HKD in reserve but decided not to publicize this fact. We only divulge these facts when were in an industrial dispute with our pilots. We can operate The CPG for 2-3 years with that amount of reserves. We must remain profitable this year so our bonuses can be collected for the fine job we are doing creating revenue.
The CPG is a moneymaking operation and if we cannot make money from paying customers we will have to find that revenue from our staff in the form of SLS. This is considered revenue and our bonus will be reflected as such. Another example of revenue is staff travel. We could easily make this a break-even exercise by offering cheaper tickets on our own airline and free tickets if the jump seat or crew seats are taken but that is not in our character. In The CPG, if it’s not generating revenue, it is not acceptable and yes we do see our staff as a form of revenue.
Some may be aware that we cannot fully award all the SLS leave this year and will have to push it into 2010, if and only if we are capable of doing so, if not, it will have to be in 2011.
As for JNB security:
Crew safety costs money and we are in difficult times. People whom work in The CPG should realize that people are expendable and yes even if you are a Chief Pilot.
Like our aircraft, we have insurance for crew. If the crew or aircraft should meet their demise, our insurance will pay. Yes our insurance will increase but the amount of money we make on these higher threat routes greatly offset the increase in insurance. Safety First.
We could provide an armed guard on the bus but firstly and more importantly it will cost money. Secondly if an armed guard is onboard there is a possibly of a shoot out and the possibility of having holes in the bus. I am sure you understand the issues.
We may be looking at other townships that are a somewhat safer but the hotels in secure large compounds are too expensive and we think the razor wire on top of an easily climbed wall is suffice.
Air China Cargo JV.
At the moment, AC has been recruiting pilots and structuring routes for the cargo set up. If the pilots cannot be set up, we may have to wet lease our freighters to AC. When the pilots are trained we will sell our BCF’s to AC Joint Venture.
One aspect we are pursuing is having our current C&T 744 staff train these new joint venture recruits to the standard. We know the pilot staff will not object as they trained their ASL replacement staff back in 1996. When the JV operations are up, we may transfer some of our Freighter sectors to the JV ops.
The CPG will be responsible for the Checking and Training until the JV ops has it’s own C&T staff. Most likely the JV ops will be using The CPG’s training classrooms and simulators for their recurrent training (at suitable times for our JV candidates of course). I am sure the C&T will show their utmost professionalism when training their replacements.
We may have to second some our Senior Checkers (those that wish to remain after 55 years of age) to Shanghai for a period to help with the JV operations. Of course it will be on a lower pay and conditions, which adds to my bonus.
Rostering
Crew Control/Scheduling Managers/GMA are doing a remarkable job. They come up with some very interesting duties and interpretations of the AFTL’s and are never questioned by the pilot group. We have the pilot group so intimidated that very few people trust the CX CHIRP Duty Officer. Very few Captains and virtually non-existent First and Second Officers use the system.
This demonstrates we have cultivated a justifiable fear in our younger ranking officers and we suspect we will not receive any complaints in which they will have to publish their names. Well done to our Management Team.
As pointed out by your very own General Secretary, no feedback= happy pilots but I think he is a little misguided or naïve. It should read “No Feedback=FEARFUL PILOTS but Happy Pilots sounds more appropriate from a PR perspective.
The rostering committee questioned us about O days been used after an ULH flight which should only be used in abnormal circumstances. If asked, the answer will be roster disruption. This can happen for any reason/at any time and it is open to our interpretation. The real fact is that we are short of pilots while others are taking SLS. This is well known but we deny this fact. It will go away over time.
Crew Transport
We have had several complaints about our bus services at home/abroad and may consider a change. We will let the current dust settle and looking forward to sweeping this under the rug several months from now, yet again. Keep those complaints coming, as we need more paper for our recycling process. See JNB security.
Drug Testing
If any of our crew test positive for any drug whether legal or illegal and that crewmember being removed from the flight by the authorities, most likely this crewmember will be suspended immediately pending a discipline and grievance procedure. If the crewmember being removed has any damaging PR for The Group then clause 35.3 will be invoked and you will be terminated immediately. You have been warned.
P-Fund
The project is the “undertaking to review”, we reviewed it and we like the status quo. Our philosophy is to keep the pilots as poor as possible coming up to retirement. This has worked for many groups over the past centuries in which employees had to work longer into their retirement and die very shortly afterwards. We had chosen our investor very well and one of the conditions is to “not to provide guidance”. Of course we have a special agreement with that provider which suits up very well. Don’t expect a change. If you don’t like how that service is provided, start your own. You will be poorer and will have to work for us longer while we Managers will be enjoying our retirement from our very lucrative bonuses.
To My Bonus
The Management
Our Group has over $25 Billion HKD in reserve but decided not to publicize this fact. We only divulge these facts when were in an industrial dispute with our pilots. We can operate The CPG for 2-3 years with that amount of reserves. We must remain profitable this year so our bonuses can be collected for the fine job we are doing creating revenue.
The CPG is a moneymaking operation and if we cannot make money from paying customers we will have to find that revenue from our staff in the form of SLS. This is considered revenue and our bonus will be reflected as such. Another example of revenue is staff travel. We could easily make this a break-even exercise by offering cheaper tickets on our own airline and free tickets if the jump seat or crew seats are taken but that is not in our character. In The CPG, if it’s not generating revenue, it is not acceptable and yes we do see our staff as a form of revenue.
Some may be aware that we cannot fully award all the SLS leave this year and will have to push it into 2010, if and only if we are capable of doing so, if not, it will have to be in 2011.
As for JNB security:
Crew safety costs money and we are in difficult times. People whom work in The CPG should realize that people are expendable and yes even if you are a Chief Pilot.
Like our aircraft, we have insurance for crew. If the crew or aircraft should meet their demise, our insurance will pay. Yes our insurance will increase but the amount of money we make on these higher threat routes greatly offset the increase in insurance. Safety First.
We could provide an armed guard on the bus but firstly and more importantly it will cost money. Secondly if an armed guard is onboard there is a possibly of a shoot out and the possibility of having holes in the bus. I am sure you understand the issues.
We may be looking at other townships that are a somewhat safer but the hotels in secure large compounds are too expensive and we think the razor wire on top of an easily climbed wall is suffice.
Air China Cargo JV.
At the moment, AC has been recruiting pilots and structuring routes for the cargo set up. If the pilots cannot be set up, we may have to wet lease our freighters to AC. When the pilots are trained we will sell our BCF’s to AC Joint Venture.
One aspect we are pursuing is having our current C&T 744 staff train these new joint venture recruits to the standard. We know the pilot staff will not object as they trained their ASL replacement staff back in 1996. When the JV operations are up, we may transfer some of our Freighter sectors to the JV ops.
The CPG will be responsible for the Checking and Training until the JV ops has it’s own C&T staff. Most likely the JV ops will be using The CPG’s training classrooms and simulators for their recurrent training (at suitable times for our JV candidates of course). I am sure the C&T will show their utmost professionalism when training their replacements.
We may have to second some our Senior Checkers (those that wish to remain after 55 years of age) to Shanghai for a period to help with the JV operations. Of course it will be on a lower pay and conditions, which adds to my bonus.
Rostering
Crew Control/Scheduling Managers/GMA are doing a remarkable job. They come up with some very interesting duties and interpretations of the AFTL’s and are never questioned by the pilot group. We have the pilot group so intimidated that very few people trust the CX CHIRP Duty Officer. Very few Captains and virtually non-existent First and Second Officers use the system.
This demonstrates we have cultivated a justifiable fear in our younger ranking officers and we suspect we will not receive any complaints in which they will have to publish their names. Well done to our Management Team.
As pointed out by your very own General Secretary, no feedback= happy pilots but I think he is a little misguided or naïve. It should read “No Feedback=FEARFUL PILOTS but Happy Pilots sounds more appropriate from a PR perspective.
The rostering committee questioned us about O days been used after an ULH flight which should only be used in abnormal circumstances. If asked, the answer will be roster disruption. This can happen for any reason/at any time and it is open to our interpretation. The real fact is that we are short of pilots while others are taking SLS. This is well known but we deny this fact. It will go away over time.
Crew Transport
We have had several complaints about our bus services at home/abroad and may consider a change. We will let the current dust settle and looking forward to sweeping this under the rug several months from now, yet again. Keep those complaints coming, as we need more paper for our recycling process. See JNB security.
Drug Testing
If any of our crew test positive for any drug whether legal or illegal and that crewmember being removed from the flight by the authorities, most likely this crewmember will be suspended immediately pending a discipline and grievance procedure. If the crewmember being removed has any damaging PR for The Group then clause 35.3 will be invoked and you will be terminated immediately. You have been warned.
P-Fund
The project is the “undertaking to review”, we reviewed it and we like the status quo. Our philosophy is to keep the pilots as poor as possible coming up to retirement. This has worked for many groups over the past centuries in which employees had to work longer into their retirement and die very shortly afterwards. We had chosen our investor very well and one of the conditions is to “not to provide guidance”. Of course we have a special agreement with that provider which suits up very well. Don’t expect a change. If you don’t like how that service is provided, start your own. You will be poorer and will have to work for us longer while we Managers will be enjoying our retirement from our very lucrative bonuses.
To My Bonus
The Management