HyperMerged: Q Engineering LAME EBA VIII/Industrial Strategies
Join Date: Jun 2006
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5-3=2 the maths is simple, the EBA negotiation however isn't.
There are three clauses the company want inserted into the EBA which in their current form are show stoppers. These are:
1. Definition of an employee
2. Dispute settlement procedure
3. Flexible working arrangements
The second two have reportedly had some good movement on the companies part.
One sticking point with the members has been the third clause, the company wanted unlimited part time and casual labour, however they do not utilize the current 5% available to them, why should we go any where near unlimited.
There are three clauses the company want inserted into the EBA which in their current form are show stoppers. These are:
1. Definition of an employee
2. Dispute settlement procedure
3. Flexible working arrangements
The second two have reportedly had some good movement on the companies part.
One sticking point with the members has been the third clause, the company wanted unlimited part time and casual labour, however they do not utilize the current 5% available to them, why should we go any where near unlimited.
Join Date: Mar 2006
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"One sticking point with the members has been the third clause, the company wanted unlimited part time and casual labour, however they do not utilize the current 5% available to them, why should we go any where near unlimited........."
..........Because they have a cunning plan that can never fail......(they think)
They just want to have "flexibility" they will use at another time for "re-structuring". This plan will undermine LAME conditions and pay to reduce costs and therefore allow QF to remain competitive they would say.
The reality is they want Qantas LAMES to pay for the competitiveness and pay the managers and board members even more bonuses for getting the troops to agree to this.
Give them NOTHING. They have already been given enough. In return, the salaries have been downgraded and additional responsibilities included to all the others that LAMES have to carry.
Give them NOTHING.. ZILTCH... ZERO.. NOUGHT... !!!!
..........Because they have a cunning plan that can never fail......(they think)
They just want to have "flexibility" they will use at another time for "re-structuring". This plan will undermine LAME conditions and pay to reduce costs and therefore allow QF to remain competitive they would say.
The reality is they want Qantas LAMES to pay for the competitiveness and pay the managers and board members even more bonuses for getting the troops to agree to this.
Give them NOTHING. They have already been given enough. In return, the salaries have been downgraded and additional responsibilities included to all the others that LAMES have to carry.
Give them NOTHING.. ZILTCH... ZERO.. NOUGHT... !!!!
Join Date: Oct 2007
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Amos2: [QUOTE][/All this nonsense for 13 bucks a week? You gotta be kidding!
QUOTE]
You are absolutely correct Amos2! How can Qantas treat it's LAME's like this? They have to be kidding. If fact, not only it's LAME's but all of it's staff.
It is a totally reasonable amount considering the $1.4 Billion profit that Qantas is forcasting for this year ($1.6 Billion if you believe the financial markets, who seem to know the Qantas business better than it's own management). Can anybody remember the APA bid and how well our management performed then?
It's is good that you raise management's pathetic attitude, Amos2. They have got to be kidding!!
QUOTE]
You are absolutely correct Amos2! How can Qantas treat it's LAME's like this? They have to be kidding. If fact, not only it's LAME's but all of it's staff.
It is a totally reasonable amount considering the $1.4 Billion profit that Qantas is forcasting for this year ($1.6 Billion if you believe the financial markets, who seem to know the Qantas business better than it's own management). Can anybody remember the APA bid and how well our management performed then?
It's is good that you raise management's pathetic attitude, Amos2. They have got to be kidding!!
Join Date: Jan 2006
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easily fixed
1.no xpt agreement
2.no unlimited p/time /casuals
3.two points for every lame
4.super contributions for all
5.no caps on grades or overgrade adjustment for lvl 13/years of service points acrued and paid as overgrade above lvls12&13
6. no quotas
7.5x5x5 negotiated
8.commmitment for A330 onshore signed and delivered
9.f class stravel
just a thought.
1.no xpt agreement
2.no unlimited p/time /casuals
3.two points for every lame
4.super contributions for all
5.no caps on grades or overgrade adjustment for lvl 13/years of service points acrued and paid as overgrade above lvls12&13
6. no quotas
7.5x5x5 negotiated
8.commmitment for A330 onshore signed and delivered
9.f class stravel
just a thought.
Join Date: Mar 2007
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You guys won't have to worry about support from the pilots. Anecdotal evidence so far suggests that some pilots aren't aware of the bans on secondary boycott's and are actually risking getting themselves into some strife in their zeal to help.
To the pilots, play it cool guys. I would suggest that simply writing everything up and exhibiting patience when things take time to fix is probably all that will be required. Unless you are confronted with a scab of course. I'll be going through any paperwork and MEL's presented by same like a dose of salts.
To the pilots, play it cool guys. I would suggest that simply writing everything up and exhibiting patience when things take time to fix is probably all that will be required. Unless you are confronted with a scab of course. I'll be going through any paperwork and MEL's presented by same like a dose of salts.
Join Date: Dec 2007
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XPT = Company Periogative to do however they please...without consultation or without recourse from the Commission.
Not a good industrial hearing that ruled against the worker!
Not just the pay, there is much more too it.
Roll on the 9th.
Write em up and follow the Manual and Policies.
Not a good industrial hearing that ruled against the worker!
Not just the pay, there is much more too it.
Roll on the 9th.
Write em up and follow the Manual and Policies.
Join Date: Dec 2007
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Things Not to do
Don't fold...Cox isn't on the ropes yet, but he now knows he's up against a formidable opponent....
Don't fall for a "sucker-punch". A cash bonus is a once-off payment, OK, it may make up for **this years** lost money, but a real rise is there forever....
Don't be pig-headed, If we have to let them save face, take 3% PLUS four TRAINING points, uncapped, PLUS Superannuation tweaks.
Don't let them get their "XPT" clause in.
Don't let them get their "casuals / part-timers" clause in, As others have pointed out, they don't need this clause, they aren't using the limited numbers that they can use now.
Don't forget to raise "Holds" / DRR's. My calculation is that one hold raised on T/R is going to cost at least 30 minutes at some later time, and that's to clear an *cough* unimportant one. Remember...One transit ...One "Hold"
Don't waver....We must all stick together
SpannerTwister.
Read Post #787 by rudderless1 on the previous page....
"....If we settle for 3% again whilst wage growth is 4 1/2 %-5% and rising and has been above 3% for a long time! Do the sums, its death by errosion and must be stopped.
$2000 last year is the 2% difference add that to a further $4160 due another loss of 2% = $6180 after only 2 years with 2% less. After 3 years its $6491
eg at the end of
2006 $100 000 $100 000
2007 $103 000 $105 000 $2000
2008 $106 090 $110 250 $4160
2009 $109 272 $115 763 $6491........"
Don't fall for a "sucker-punch". A cash bonus is a once-off payment, OK, it may make up for **this years** lost money, but a real rise is there forever....
Don't be pig-headed, If we have to let them save face, take 3% PLUS four TRAINING points, uncapped, PLUS Superannuation tweaks.
Don't let them get their "XPT" clause in.
Don't let them get their "casuals / part-timers" clause in, As others have pointed out, they don't need this clause, they aren't using the limited numbers that they can use now.
Don't forget to raise "Holds" / DRR's. My calculation is that one hold raised on T/R is going to cost at least 30 minutes at some later time, and that's to clear an *cough* unimportant one. Remember...One transit ...One "Hold"
Don't waver....We must all stick together
SpannerTwister.
Read Post #787 by rudderless1 on the previous page....
"....If we settle for 3% again whilst wage growth is 4 1/2 %-5% and rising and has been above 3% for a long time! Do the sums, its death by errosion and must be stopped.
$2000 last year is the 2% difference add that to a further $4160 due another loss of 2% = $6180 after only 2 years with 2% less. After 3 years its $6491
eg at the end of
2006 $100 000 $100 000
2007 $103 000 $105 000 $2000
2008 $106 090 $110 250 $4160
2009 $109 272 $115 763 $6491........"
Last edited by SpannerTwister; 5th Jan 2008 at 23:36. Reason: Error Typo: Fingers too fat
Join Date: Dec 2007
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"And dont forget the original backpay, spannertwister!!!! "
D'Oh !!!!!
Excellent point....Another non-negotiable item.
They owe us 12 months worth of it !!!!
SpannerTwister
D'Oh !!!!!Excellent point....Another non-negotiable item.
They owe us 12 months worth of it !!!!
SpannerTwister
Join Date: Apr 2007
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Seeing how 5% seems too much for the company,
I think we should go for 27%, same as dixon got.
Don't all good managers lead by example?
Oh what was I thinking ,I said good managers
didn't I!!!!!!!
They seem to have no problems paying management
world class wages for substandard performance's
And yet strangle world class facilities with their
incompetance.
Just proves that they value themselves more
than their staff.
We are just the vehicle they use to
provide themselves with bonuses and career
advancement.
I wish the share holder knew what frauds these
clowns really are
I think we should go for 27%, same as dixon got.
Don't all good managers lead by example?
Oh what was I thinking ,I said good managers
didn't I!!!!!!!
They seem to have no problems paying management
world class wages for substandard performance's
And yet strangle world class facilities with their
incompetance.
Just proves that they value themselves more
than their staff.
We are just the vehicle they use to
provide themselves with bonuses and career
advancement.
I wish the share holder knew what frauds these
clowns really are
Join Date: Dec 2007
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How do we tell the Shareholder, perhaps we could invite a few big players into our workplace to see what we put up with?
Yes I know it is too hard but perhaps we could spread the word.
Yes I know it is too hard but perhaps we could spread the word.
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Spannertwister
You are on the money,we are in the box seat.We just have to let our actions take effect.It may not have an immediate effect,but let it roll on.Eventually when there is a backlog of hold items/outstanding checks and the inevitible extra delays they will be prepared to negotiate reasonably.We dont have to stand solid on the 5% .Bonus payments annually or even better bonus training points(like you suggested). We can be flexible and let them save some face.But those clauses are NOT NEGOTIBLE they must go.
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Look at the numbers!
Another 2% relative loss will see you needing to work 14x 12hr day overtimes over the next three years just to stay at status quo.That is more than one third of your twentieth days during that period! If you want or need that money.
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Meanwhile Cox is back at the ranch
Struggling to find the money to pay you 3% whilst he sits on $40 000 a week mismanaging this business and a shyte load more bonus each time he has you screwed by other extraordinarily unjustifiably remunerated people! This is so wrong
This is so wrong