HyperMerged: Q Engineering LAME EBA VIII/Industrial Strategies
Join Date: Mar 2007
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Any chance that SMS can be forwarded to members of ALAEA...to send to our friends .
I am also wondering how QF are going to be able to supervise all the new "scab engineeers"..as ASIC regs stipulate that all contractors with visitors passes must be in the company of an ASIC card holder at all times when airside....
Cheers
"Kick Her in the Guts Barry"...The Goose...
I am also wondering how QF are going to be able to supervise all the new "scab engineeers"..as ASIC regs stipulate that all contractors with visitors passes must be in the company of an ASIC card holder at all times when airside....
Cheers
"Kick Her in the Guts Barry"...The Goose...
Join Date: Dec 2007
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Gentlemen and Ladies,
I present for your reading pleasure an extract from the
LICENSED AIRCRAFT ENGINEERS (QANTAS AIRWAYS LIMITED) ENTERPRISE AGREEMENT IV [1998-2001]
16 - SICK LEAVE
16.4 Absence due to illness or accident shall where sick leave is claimed be substantiated by a medical certificate where all claims in any one Sick Leave year are in excess of 3 days including any absences in excess of 3 consecutive days. Provided that a medical certificate or other evidence satisfactory to the employer shall be produced if required. For the purpose s: of this subclause only, where an employee does not attend a doctor a statutory declaration shall be satisfactory evidence.
https://www.docdownload.com.au/docum...document=99651
Try this one on for size on the 14th of January
Yours in health,
SD
I present for your reading pleasure an extract from the
LICENSED AIRCRAFT ENGINEERS (QANTAS AIRWAYS LIMITED) ENTERPRISE AGREEMENT IV [1998-2001]
16 - SICK LEAVE
16.4 Absence due to illness or accident shall where sick leave is claimed be substantiated by a medical certificate where all claims in any one Sick Leave year are in excess of 3 days including any absences in excess of 3 consecutive days. Provided that a medical certificate or other evidence satisfactory to the employer shall be produced if required. For the purpose s: of this subclause only, where an employee does not attend a doctor a statutory declaration shall be satisfactory evidence.
https://www.docdownload.com.au/docum...document=99651
Try this one on for size on the 14th of January
Yours in health,
SD
Last edited by statutorydeclaration; 28th Dec 2007 at 12:00.
Join Date: Mar 2007
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The PPM is your friend. I have had a quick browse through it and found several things that will slow things right down to a snails pace. Check out your local area procedures too. Ours has some absolutely pathetic procedures in it!!
Infact, today, I would have achieved almost nothing had I strictly adhered to our LAP's/ the PPM!!!!
.....I will be encouraging the LAME's I work with to read up!
Infact, today, I would have achieved almost nothing had I strictly adhered to our LAP's/ the PPM!!!!
.....I will be encouraging the LAME's I work with to read up!
Join Date: Jun 2005
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Hey k9p and brakepac, BD can not be held fully responsible for getting the current pay structure in place even though he did push the barrow. I believe the vote got up by a majority of 11. 20 radio guys abstained from the vote at one meeting alone. So you could lay some of the blame at their feet. It was the Mech guys that were generally dead against it and the heavy guys for it. Can't blame them though, they saw it as a way of getting a pay rise every 4 years as they weren't going to get any more licences.
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Sobast
The company keeps talking about our pay rise every four years but they fail to mention the massive savings due to people being capped and all the extra licence payments they didnt have to make.737/767 single payments.Ugly sisters zx series paltry1 point. The system is ****. Another employee with exactly the same licences as me is two levels ahead.Equal oppurtinity employer??? Thats what they say in there ad's but thats where it stops.
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Factual details please!
This is not a wind up! I just want detailed info.
After talking to various guys the other night, no-one was able to give me or show me clearly what the ALAEA has asked for on our behalf, what the company has offered, and what we are at loggerheads over.
Yeah, I saw the powerpoint from the union and I know we're asking for 5% and QF are offering 3%. But where are the details, the nitty gritty. I haven't dropped off the union mail list and I haven't seen the details. I was told one guy emailed the union a few times for detailed documents and was told there are none!?!?! So do we know EXACTLY what we're fighting for?
Another point. As I understand it, the first action to be taken is secondees return to the floor, followed shortly by no higher duties and later, no O/T. Is that right?
If it is, aren't we sending the secondees and then the actors in for the slaughter? eg. Secondee turns up to work on the floor. Mgr asks him to carry on with the secondment he has been doing previously. (quality, safety, lean smegma, whatever) He replies, can't do it, union said not to. Isn't he in line for whatever qf can throw at him? Stand him down without pay or whatever they can come up with, I'm sure there's something nasty prepared. He has no legitimate reason for refusing to work as requested. He can't say "I'm just working per the AMM or the procedures manual" like we'll be able to. Where do those guys stand? Are we going to send round the hat to make up their pay when they're stood down? What if they think, why am I bearing the brunt of this union action, there's no way I can afford to lose the money, I'll have to do the secondment. Are we then going to call them scabs and black-ball them? Have we got contingency plans in place for this? These guys are our workmates. Not our sacrificial lambs or cross bearers.
What's the story guys? Don't give me the goss. Give me the facts. Please!
PS. by sending the secondees back to the floor, qf won't need as many overtimers. Aren't we partly cancelling out our O/T ban?
After talking to various guys the other night, no-one was able to give me or show me clearly what the ALAEA has asked for on our behalf, what the company has offered, and what we are at loggerheads over.
Yeah, I saw the powerpoint from the union and I know we're asking for 5% and QF are offering 3%. But where are the details, the nitty gritty. I haven't dropped off the union mail list and I haven't seen the details. I was told one guy emailed the union a few times for detailed documents and was told there are none!?!?! So do we know EXACTLY what we're fighting for?
Another point. As I understand it, the first action to be taken is secondees return to the floor, followed shortly by no higher duties and later, no O/T. Is that right?
If it is, aren't we sending the secondees and then the actors in for the slaughter? eg. Secondee turns up to work on the floor. Mgr asks him to carry on with the secondment he has been doing previously. (quality, safety, lean smegma, whatever) He replies, can't do it, union said not to. Isn't he in line for whatever qf can throw at him? Stand him down without pay or whatever they can come up with, I'm sure there's something nasty prepared. He has no legitimate reason for refusing to work as requested. He can't say "I'm just working per the AMM or the procedures manual" like we'll be able to. Where do those guys stand? Are we going to send round the hat to make up their pay when they're stood down? What if they think, why am I bearing the brunt of this union action, there's no way I can afford to lose the money, I'll have to do the secondment. Are we then going to call them scabs and black-ball them? Have we got contingency plans in place for this? These guys are our workmates. Not our sacrificial lambs or cross bearers.
What's the story guys? Don't give me the goss. Give me the facts. Please!
PS. by sending the secondees back to the floor, qf won't need as many overtimers. Aren't we partly cancelling out our O/T ban?
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Alpine57 - Question
Alpine57, re your a post a little while ago, can i assume that if we go and strictly work to rule, this may indeed have no effect, re your coment"BE ready for a termination of your existing EBA , which is a pre-reform agreement ."
When can they do this now or after the next scheduled discussions with management. I want clear debate on this as this whole process is worrying to me and i agree with Sobast.
From what i can see if we do not reach some agreement soon , our work to rule may be be irrelevant, prior to calling me a girl and weak, has anybody considered this. It seems we are totally ignoring Alpine57, i must admit i too have been gun ho, but we need clear debate here. Yes management are readinfg this but i really do not care, i agree with Sobast , Please show me details, and would appreciate your feedback Alpine57.
When can they do this now or after the next scheduled discussions with management. I want clear debate on this as this whole process is worrying to me and i agree with Sobast.
From what i can see if we do not reach some agreement soon , our work to rule may be be irrelevant, prior to calling me a girl and weak, has anybody considered this. It seems we are totally ignoring Alpine57, i must admit i too have been gun ho, but we need clear debate here. Yes management are readinfg this but i really do not care, i agree with Sobast , Please show me details, and would appreciate your feedback Alpine57.
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Whilst i fully agree with your sentiments here guys - be careful, management and the media crawl through this stuff.
perhaps someone whos a bit tech savvy could set up one where you can control who has access.
Just a though
perhaps someone whos a bit tech savvy could set up one where you can control who has access.
Just a though
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Even now Sobast, AP, whatever you are calling yourself, you are only concerned about the secondees because you will supposed to be coming back to work on A/C. Can you remember what they are?
You won't be back, you will do whatever the Fat Controller tells you.
You won't be back, you will do whatever the Fat Controller tells you.
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your job description for a lame is set on paper,your description for a secondment is a higher duty/away from your job description ,all you are doing is returning to your job tittle(what you are payed to actually do)
Unless you have signed a contract for this seconded position(which prohibits you from returning,Management cannot to ****)
REMEMBER you are a LAME not an office jock
Unless you have signed a contract for this seconded position(which prohibits you from returning,Management cannot to ****)
REMEMBER you are a LAME not an office jock
Join Date: May 2005
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The Facts
Sobast and others,
you have left out one important fact.
All action is PROTECTED INDUSTRTIAL ACTION.
This simply means that any action Lame's take against Qf is protected and has been approved by the courts. This action is legal as your union has jumped through all the work choices hoops that are required to ensure that the action is protected and that their members cannot be disciplined in any way for taking that action.
These are the facts gents.
Action is taken so that your union can attempt to negotiate a better EBA deal for you, and to ensure that any future engineers actually have a career worth pursuing.
The vast majority of members at Qantas (your fellow colleagues by the sound of it) believe that it is time to pursue a better than 3% deal and to fight for some sensible maintenance policies which are not in line with the current managements agenda.
Solidarity is strength. Let's be strong.
you have left out one important fact.
All action is PROTECTED INDUSTRTIAL ACTION.
This simply means that any action Lame's take against Qf is protected and has been approved by the courts. This action is legal as your union has jumped through all the work choices hoops that are required to ensure that the action is protected and that their members cannot be disciplined in any way for taking that action.
These are the facts gents.
Action is taken so that your union can attempt to negotiate a better EBA deal for you, and to ensure that any future engineers actually have a career worth pursuing.
The vast majority of members at Qantas (your fellow colleagues by the sound of it) believe that it is time to pursue a better than 3% deal and to fight for some sensible maintenance policies which are not in line with the current managements agenda.
Solidarity is strength. Let's be strong.
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Reality, i understand and i voted for protected action , however i was not aware that the company could terminate the EBA and the implications of this, the implcations of this seem to be that any accrued benefits could be lost, i still support action but i want our leaders to fully brief us on these implications, and for my previous post to be answered, that is all i ask, the assciation will not pay my mortage,
If we no longer have an EBA to negotiate , what then?
If we no longer have an EBA to negotiate , what then?
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Wingers
...... however i was not aware that the company could terminate the EBA and the implications of this, the implications of this seem to be that any accrued benefits could be lost, i still support action but i want our leaders to fully brief us on these implications, and for my previous post to be answered, that is all i ask, the assciation will not pay my mortage,
If we no longer have an EBA to negotiate , what then?
If we no longer have an EBA to negotiate , what then?
Our protests should show the company the extra yard we go every day, people with 400-600 hours overtime, worker who carry out higher duties because the company has not promoted/trained enough people to fulfill a 24/7 roster. Employees who start early or finish late regularly in order to have checks completed on time or aircraft dispatched. Making substandard systems of administration work when the inadequacies should be exposed.
These will be our way to highlight to the company just who is contributing to the success of this airline.
Get some heart mate. Have a good read about Bernie Banton. Show your children what standing up for your rights is about, sure there is risk but believe the good and the fair will prevail and make the choices for that to happen.
What will the assoc. do to the spineless, jellybacks who do not follow the protected action directions from the union and do secondments or work overtime? Will that be kicked out of the union or fined?