V Australia Operations DELAYED TO FEB09
Join Date: May 2004
Location: Hollywood
Posts: 101
Likes: 0
Received 0 Likes
on
0 Posts
NO its no a joke at all and these are the pays direct from the new contract which has just been released. Cabin Crew making more than a pilot.....
This is just the start.
REMUNERATION
18. SALARY
18.1 If you are a full-time Employee, your starting salary will be no less than the applicable salary set out below:
Classification Salary
Check and Training Captain $175,000 per year plus an additional 16% of this
amount for time spent performing check and/or training duties.
Training Captain $175,000 per year plus an additional 10% of this amount for time spent performing training duties.
Captain $175,000 per year.
8.
First Officer $114,000 per year.
Cruise Relief First Officer (with Airline Transport Pilot’s
Licence) $42,800 per year up to the successful completion of simulator checks and then $53,500 per year thereafter.
Cruise Relief First Officer (with Commercial Pilot’s Licence)
$38,220 per year up to the successful completion of simulator checks and then $47,775 per year thereafter.
Flight Manager $59,000 per year.
Cabin Leader $49,000 per year.
Cabin Crew (Level 2) $40,000 per year (following satisfactory performance in Level 1 after 12 months’ service).
Cabin Crew (Level 1) $37,500 per year.
18.2 If you are a part-time Employee or employed on flexible work arrangements, you will be paid a pro-rata salary based on the above full-time salaries.
18.3 Your salary will be reviewed annually along with your progress and development needs.
This is just the start.
REMUNERATION
18. SALARY
18.1 If you are a full-time Employee, your starting salary will be no less than the applicable salary set out below:
Classification Salary
Check and Training Captain $175,000 per year plus an additional 16% of this
amount for time spent performing check and/or training duties.
Training Captain $175,000 per year plus an additional 10% of this amount for time spent performing training duties.
Captain $175,000 per year.
8.
First Officer $114,000 per year.
Cruise Relief First Officer (with Airline Transport Pilot’s
Licence) $42,800 per year up to the successful completion of simulator checks and then $53,500 per year thereafter.
Cruise Relief First Officer (with Commercial Pilot’s Licence)
$38,220 per year up to the successful completion of simulator checks and then $47,775 per year thereafter.
Flight Manager $59,000 per year.
Cabin Leader $49,000 per year.
Cabin Crew (Level 2) $40,000 per year (following satisfactory performance in Level 1 after 12 months’ service).
Cabin Crew (Level 1) $37,500 per year.
18.2 If you are a part-time Employee or employed on flexible work arrangements, you will be paid a pro-rata salary based on the above full-time salaries.
18.3 Your salary will be reviewed annually along with your progress and development needs.
Sprucegoose
Join Date: Sep 2000
Location: Hughes Point, where life is great! Was also resident on page 13, but now I'm lost in Cyberspace....
Age: 59
Posts: 3,485
Likes: 0
Received 1 Like
on
1 Post
I'm certainly no expert on cabin crew salaries, but they look very light on to me!
I wouldn't necessarily say no to the cabin crew having some part of the negotiating for flight crew. I remember at a previous airline (legacy carrier) the cabin crew got a lot of the benefits we didn't. This was because they were better negotiators and had a stronger union.
Mrs Kellykelpie put it down to "women knowing what they want and not accepting any less" (sorry to the male cabin crew).
Mrs Kellykelpie put it down to "women knowing what they want and not accepting any less" (sorry to the male cabin crew).
Join Date: Jan 2004
Location: Melbourne Australia
Posts: 43
Likes: 0
Received 0 Likes
on
0 Posts
Hey Dirty Deeds, maybe you could be a little less negative, the VB loads are good and despite the current world economic climate the company is doing alright, still posting profits etc, I am sick and tired reading all this negative talk on this forum, for once it would be nice if more pilots were a lot more thankfull for what they have and start to talk up there company and industry instead of always trying to drag it down 
Join Date: Jul 2002
Location: Sydney
Posts: 209
Likes: 0
Received 0 Likes
on
0 Posts
Hay Stubby,
I like my job, I reckon its a good job and I am grateful for the experience. But once you have been lied to enough, you will work it out, or maybe I just don't like a good slapping like some do! I am only calling what I see, and what I see is a "boarding pass" to a "perfect storm" where our "EMT" may not like the look of the "KPI", buts thats ok because we will "GO LIVE" on the "PREMIUM ECONOMY" and develop a new "MATRIX" to watch on the "LIVE TO AIR" and reep the benfits of a "NEW WORLD CARRIER".
Great job Stubby, just run by some very funny people.
I like my job, I reckon its a good job and I am grateful for the experience. But once you have been lied to enough, you will work it out, or maybe I just don't like a good slapping like some do! I am only calling what I see, and what I see is a "boarding pass" to a "perfect storm" where our "EMT" may not like the look of the "KPI", buts thats ok because we will "GO LIVE" on the "PREMIUM ECONOMY" and develop a new "MATRIX" to watch on the "LIVE TO AIR" and reep the benfits of a "NEW WORLD CARRIER".
Great job Stubby, just run by some very funny people.
Join Date: Jul 2002
Location: Sydney
Posts: 209
Likes: 0
Received 0 Likes
on
0 Posts
They cannot wake up Getzo, they are pilots. They vote yes at the drop of a hat, all you have to do is scare them or threaten them. The cabin crew will out vote them anyway. This is a total disgrace!
This so-called occupation is truly depressing the daylights out of me. Wonder how many F/A's lived in some of the hell holes some of the pilots have and now earn more than they do.
Its all very sad.
Its all very sad.
I completely agree DUXNUTZ. I have followed these VA threads on proon for quite a while just seeing how it would all pan out- but if those figures posted above are true- then the people in charge of setting those amounts need to have their heads read!! If cruise F/O pilots ( more so than FO's or Capts) accept those conditions then they need their heads read even more!!
So you have just spent upwards of 60K MINIMUM to get a CPL, busted your guts to get 1000 hours or whatever you need as minimum for a cruise F/O with CPL only, and then you get paid as much as a JUNIOR Flight Attendant- to act as a tech crew on one of the most advanced heavy jet aircraft in the world. All I can say is....what a deal!
Pilot prostitution has hit new lows. From those of us who WERE planning on getting into jet jobs eventually, I heartily thank those who are accepting these conditions for making sure that these conditions become the NEW NORM in the future.
So you have just spent upwards of 60K MINIMUM to get a CPL, busted your guts to get 1000 hours or whatever you need as minimum for a cruise F/O with CPL only, and then you get paid as much as a JUNIOR Flight Attendant- to act as a tech crew on one of the most advanced heavy jet aircraft in the world. All I can say is....what a deal!
Pilot prostitution has hit new lows. From those of us who WERE planning on getting into jet jobs eventually, I heartily thank those who are accepting these conditions for making sure that these conditions become the NEW NORM in the future.
Careful Chadzat.
There are some that would take offence to that sort of talk. Especially if you have the gall to criticise, but not applied!
Strange though, they seemed to have gone quiet lately?
There are some that would take offence to that sort of talk. Especially if you have the gall to criticise, but not applied!
Strange though, they seemed to have gone quiet lately?
Join Date: Jul 2007
Location: Utopia
Posts: 28
Likes: 0
Received 0 Likes
on
0 Posts
151153012
Safety Net Agreement 2008
i
AGREEMENT OBJECTIVES AND APPLICATION 1
1. TITLE 1
2. PARTIES 1
3. APPLICATION 1
4. HOW WE WILL WORK TOGETHER 2
5. DURATION 3
6. CONSULTATIVE COMMITTEE 3
7. NO EXTRA CLAIMS 3
OPERATIONAL PROVISIONS 4
8. EMPLOYMENT FLEXIBILITY 4
9. CONDITIONS OF EMPLOYMENT 4
10. TRAINING AND INDUCTION 5
11. REPORTING 5
12. DUTIES 6
13. HOURS OF WORK 6
14. ROSTERS 7
15. MANUALS AND OPERATIONAL DOCUMENTATION 7
16. CONTACTING YOU 7
17. DAYS OFF 7
REMUNERATION 7
18. SALARY 7
19. INCENTIVE/PROFIT SHARE 8
20. SUPERANNUATION 9
21. WHAT YOUR SALARY COVERS 9
22. PAYMENT OF SALARY 9
HOME BASE AND OVERNIGHT ARRANGEMENTS 9
23. HOME BASE 9
ii.
24. ACCOMMODATION 9
25. OVERNIGHT MEAL AND INCIDENTAL ALLOWANCES 9
LEAVE 10
26. ANNUAL LEAVE 10
27. PERSONAL/CARER’S LEAVE 10
28. URTI LEAVE 11
29. PARENTAL LEAVE 11
30. LONG SERVICE LEAVE 11
31. UNPAID CARER’S LEAVE AND PAID COMPASSIONATE LEAVE 11
32. CONTINUITY OF SERVICE AND LEAVE ACCRUALS 11
REGULATORY MATTERS 12
33. CASA REGULATIONS 12
34. ASIC 12
35. PASSPORTS AND VISAS 12
36. INDEMNITY 12
HEALTH AND SAFETY 12
37. SAFETY AT WORK 12
38. HEALTH AND FITNESS 13
PERFORMANCE 13
39. MANAGING PERFORMANCE 13
FAIR TREATMENT PROCESS 13
40. PROCESS 13
41. ROLE OF THE AIRC OR AGREED THIRD PARTY 14
42. YOUR RIGHTS DURING THE PROCESS 15
43. CONTINUATION OF WORK DURING THIS PROCESS 15
OTHER PROVISIONS 15
44. POLICIES AND PROCEDURES 15
iii.
45. UNIFORMS 15
46. INSURANCES 15
47. STAND DOWN 16
48. LEAVING V AUSTRALIA 16
49. VIDEO SURVEILLANCE 17
50. PROPERTY 17
51. CONFIDENTIALITY 17
52. PERSONAL INFORMATION 18
53. MEDIA STATEMENTS 18
54. NO POACHING 18
55. SIGNATORIES 19
1
AGREEMENT OBJECTIVES AND APPLICATION
1. TITLE
This agreement shall be known as the V Australia Safety Net Agreement 2008
(Agreement).
2. PARTIES
The parties to this Agreement are:
(a) Virgin Blue International Airlines Pty Ltd (V Australia); and
(b) The following employees of V Australia:
(i) Check and Training Captains;
(ii) Training Captains;
(iii) Captains;
(iv) First Officers;
(v) Cruise Relief First Officers (with Airline Transport Pilot’s Licence);
(vi) Cruise Relief First Officers (with Commercial Pilot’s Licence);
(vii) Flight Managers;
(viii) Cabin Leaders; and
(ix) Cabin Crew (Levels 1 and 2),
(collectively, Employees).
3. APPLICATION
3.1 This Agreement applies to V Australia and the Employees.
3.2 To personalise the terms and conditions of this Agreement, Employees may be referred to
as “you” or “your” and V Australia as “we”, “us” and “our”.
3.3 This Agreement contains the complete statement of mutual rights and obligations as
between V Australia and the Employees to the exclusion, to the full extent permitted by
law:
(a) of all other awards, agreements or other like instruments (Other Industrial
Instruments) including those:
(i) which might be in force and bind any organisation party to such Other
Industrial Instruments; and/or
2.
(ii) which might otherwise apply to the parties to this Agreement and/or the
work which is being carried on in respect of the business of V Australia;
(b) save only for such terms and conditions applicable by reason of the contracts of
employment between V Australia and the Employees which are consistent with this
Agreement.
3.4 It is the intention of the parties that this Agreement will operate consistently with
paragraph 3.3 above.
3.5 It is also the intention of the parties that this Agreement will operate as a minimum safety
net, the terms of which cannot in any circumstances be undercut.
3.6 To avoid doubt, V Australia may provide terms and conditions of employment that are
consistent with and/or more favourable than those contained in this Agreement. Those
other terms and conditions may be contained in individual employment contracts and/or
company policy. This Agreement does not affect the enforceability of those other terms and
conditions of employment in any way.
3.7 This Agreement is stand-alone and has been developed by the parties to reflect and
accommodate the specific circumstances of V Australia.
3.8 To avoid doubt, this Agreement does not apply to:
(a) employees engaged by an entity other than V Australia;
(b) V Australia management;
(c) Flight Operations Management, Management Pilots, Cabin Crew Management and
Cabin Crew Development Managers;
(d) V Australia clerical and/or administrative staff;
(e) V Australia head office staff;
(f) People who perform engineering work for or on behalf of V Australia;
(g) People who perform ground handling work for or on behalf of V Australia;
(h) People who perform guest relations work for or on behalf of V Australia.
4. HOW WE WILL WORK TOGETHER
It is the parties’ intention that during the course of employment, they will work together to
develop and implement processes and systems consistent with the following principles:
(a) Employment at V Australia will be in a safe and healthy workplace where every
Employee should expect to work without injury;
(b) There will be open and effective employee relations based on flexibility, mutual
respect and recognition of the contribution and performance of all;
3.
(c) The parties will work together as a team through effective and open
communication, consultation and participation;
(d) The parties will identify and implement opportunities for sustaining and improving
the V Australia business in terms of profitability, Employee engagement and
productivity;
(e) Employment at V Australia will be a means of improving Employees’ skills and
deliver job satisfaction in a way that is consistent with meeting V Australia’s
business outcomes; and
(f) The parties will work together to deliver the following Vision and Mission:
“Vision
Take to the world a new, exciting, trusted and profitable Australian international
airline, powered by passionate people who care for everyone we touch.
Mission
We understand the different needs of our valued guests through every part of their
journey. We strive to make a positive difference by delivering a safe, reliable,
innovative and consistent product at value for money prices in a unique Australian
style.
Our people are our competitive advantage. They will be treated with respect,
supported and encouraged. We will harness their spirit to foster a work
environment embracing loyalty, vibrancy, personal pride and fun.”
5. DURATION
This Agreement commences operation on the date specified in the notice from the
Workplace Authority Director (refer section 346M of the Workplace Relations Act). The
nominal term of this Agreement will expire on 30 June 2012.
6. CONSULTATIVE COMMITTEE
6.1 A Consultative Committee will be formed 6 months prior to the expiry of the nominal term
of this Agreement.
6.2 The Consultative Committee must comprise equal representation from each of the Flight
Crew and Cabin Crew groups covered by this Agreement and V Australia management.
6.3 The Consultative Committee will be tasked with collating information about the operation
of this Agreement during its nominal term (e.g. feedback from Employees covered by this
Agreement, feedback from other team members, things that worked well, things that need
improving or updating etc).
7. NO EXTRA CLAIMS
7.1 The parties agree that this Agreement satisfies all claims against V Australia in respect of
the employment of the Employees.
4.
7.2 It is a term of this Agreement that the Employees will not support or advance any other or
extra claims against V Australia for so long as this Agreement remains within its nominal
term.
7.3 It is also a term of this Agreement that the Employees will not engage in any industrial
action in support of or for the purpose of advancing any other or extra claims against V
Australia for so long as this Agreement remains within its nominal term.
OPERATIONAL PROVISIONS
8. EMPLOYMENT FLEXIBILITY
8.1 V Australia is committed to providing flexibility in its employment arrangements. V
Australia recognises that flexibility in this context is essential to cater for individual
circumstances (e.g. family responsibilities and work life balance) and operational needs.
8.2 To help achieve this flexibility, the parties recognise that there are no restrictions on the
types of employment that can be used. For example, Employees may be employed on a
full-time, part-time or casual basis and/or may be employed on a permanent, fixed term or
fixed task basis or for a maximum period (e.g. up to x years, terminable earlier on notice).
8.3 If you want to change your employment status (e.g. from full-time to part-time), you should
raise this with your manager who will work with you to explore the options that are
available or may be available in the future.
8.4 We cannot change your employment status (e.g. from full-time to part-time or visa versa)
without your agreement.
9. CONDITIONS OF EMPLOYMENT
Your employment at V Australia is subject to the conditions set out below:
For Flight Crew
(a) You providing us with suitable written evidence that you hold an appropriate
Australian Pilot’s licence with:
(i) an Endorsement/Type Rating appropriate to the position you have applied
for/are employed to perform;
(ii) an English Proficiency rating of Level 4 (with a view to moving to Level 6
in the future);
(iii) a current Class 1 medical certificate;
(iv) an Instrument Rating appropriate to the position you have applied for/are
employed to perform;
(b) Satisfactory completion by you of a V Australia Operator’s Proficiency Check;
5.
(c) Satisfactory completion by you of an induction course at a time and place specified
by us; and
(d) Any other matter or matters as determined by us from time-to-time, provided they
are advised by us to you in advance.
For Cabin Crew
(a) You providing us with a suitable Senior First Aid certificate;
(b) You providing us with a suitable Responsible Service of Alcohol certificate; and
(c) Any other matter or matters as determined by us from time-to-time, provided they
are advised by us to you in advance.
For both Flight Crew and Cabin Crew
(a) If requested by us, receipt of written confirmation from a suitably qualified medical
practitioner (who may be nominated by us) that you have not tested positive to
drugs or alcohol in a pre-employment drug and alcohol test;
(b) You holding a valid Aviation Security Identification Card as issued by us;
(c) You holding a valid passport;
(d) After the commencement of your employment, you holding applicable visas that
enable you to enter each port into which V Australia flies.
10. TRAINING AND INDUCTION
10.1 You will be provided with on-the-job training by other members of V Australia and/or by
external training providers. You are required to attend that training. If you feel that you
need particular training in order to properly carry out your role, you should speak with your
manager who will discuss with you the options that are available or may be available in the
future.
10.2 We may make individual arrangements with you about the costs associated with the
provision of training and induction (for example, salary sacrifice arrangements for
endorsements for Flight Crew, bonding arrangements for Flight Crew, obligations on Flight
Crew to repay all or part of the training and/or induction costs if they resign or their
employment is terminated because of misconduct within a certain period etc).
10.3 Ongoing employment at V Australia is subject to you completing all relevant training and
induction to a level satisfactory to V Australia.
11. REPORTING
11.1 Information about who/which position you will report to at V Australia will be outlined in
your offer of employment. For ease of reference, that person/position is referred to as ‘your
manager’ throughout this Agreement.
11.2 We may change your manager and the reporting structure at V Australia at any time. If
there is a need to do this, we will discuss that with you in advance.
6.
12. DUTIES
12.1 You are expected to be proficient in the performance of your duties at V Australia. Your
duties in this context include compliance by you with all V Australia policies and
procedures and the applicable procedures of each port into which you fly.
12.2 You are required to perform the duties and meet the standards of performance and conduct
that are communicated to you from time-to-time. Without limiting these obligations, you
are required to:
(a) Perform such duties that are reasonably required of you from time-to-time;
(b) Exercise reasonable skill and care in performing your duties;
(c) Commit your efforts to furthering the interests of V Australia;
(d) Comply with all directions and instructions given or issued to you by us;
(e) Cooperate with V Australia management in relation to any issues concerning your
employment including making yourself available both during and outside rostered
hours to discuss any issues with management;
(f) Act honestly and in accordance with V Australia’s values and standards of
behaviour and conduct;
(g) Conduct yourself in a professional and responsible manner whilst engaged in any
activity connected with work;
(h) Take all reasonable steps to protect our property and not damage, steal or otherwise
deal with our property in a manner which is inconsistent with this obligation; and
(i) Comply with all legislation and regulations that are relevant to your role.
12.3 We also must act in a way consistent with the above.
12.4 We may request that you perform duties for our related entities, including but not limited to
Virgin Blue Airlines and Pacific Blue Airlines.
12.5 More information about the duties and responsibilities specific to your role will be made
available to you when you commence employment and thereafter, as required during your
employment. If you have any questions about these matters, you should speak with your
manager.
13. HOURS OF WORK
13.1 V Australia operates in a 24 hours, 7 days a week industry. You must be ready, willing and
able to work within a 24/7 roster, including night and day operations on any day or
combination of days, including Saturdays, Sundays and Public Holidays.
13.2 You will not be rostered more than an average of 38 hours a week. This period is averaged
out over a calendar year.
7.
14. ROSTERS
Rosters for the following roster period (currently 28 days) are normally available seven
days prior to the commencement of the roster period.
15. MANUALS AND OPERATIONAL DOCUMENTATION
15.1 A set of V Australia manuals and documentation will be issued to you at your induction
course.
15.2 It is our policy to publish crew manuals on CD-ROM or other electronic means (e.g. on the
intranet) wherever possible.
15.3 You are required to have access to the internet while off duty (except where you are on
extended leave).
16. CONTACTING YOU
You must provide us with a telephone number (preferably a mobile number) at which you
will be contactable during and outside of working hours. You must also provide us with an
emergency contact phone number (e.g. your home phone or the number of a relative or
friend).
17. DAYS OFF
17.1 If you are a full-time Employee, you are entitled to 9 days off per roster period (on the basis
of a roster period being 28 days). If you are a part-time Employee or employed on flexible
work arrangements, you will receive a pro-rata entitlement.
17.2 Unless otherwise agreed with you, days off as detailed in clause 17.1 will be given at home
base.
REMUNERATION
18. SALARY
18.1 If you are a full-time Employee, your starting salary will be no less than the applicable
salary set out below:
Classification Salary
Check and Training Captain $175,000 per year plus an additional 16% of this
amount for time spent performing check and/or
training duties.
Training Captain $175,000 per year plus an additional 10% of this
amount for time spent performing training duties.
Captain $175,000 per year.
8.
First Officer $114,000 per year.
Cruise Relief First Officer
(with Airline Transport Pilot’s
Licence)
$42,800 per year up to the successful completion
of simulator checks and then $53,500 per year
thereafter.
Cruise Relief First Officer
(with Commercial Pilot’s Licence)
$38,220 per year up to the successful completion
of simulator checks and then $47,775 per year
thereafter.
Flight Manager $59,000 per year.
Cabin Leader $49,000 per year.
Cabin Crew (Level 2) $40,000 per year (following satisfactory
performance in Level 1 after 12 months’
service).
Cabin Crew (Level 1) $37,500 per year.
18.2 If you are a part-time Employee or employed on flexible work arrangements, you will be
paid a pro-rata salary based on the above full-time salaries.
18.3 Your salary will be reviewed annually along with your progress and development needs.
18.4 Your salary cannot be reduced. The prohibition of reductions applies not only to your
starting salary but also to all increases to your salary as a consequence of the annual review
process.
18.5 Any overpayment made to you by us may be deducted from your salary as soon as
practicable. In deducting any overpayment, we will take into account your personal
circumstances.
19. INCENTIVE/PROFIT SHARE
19.1 In addition to your salary, you will be eligible to participate in two incentive/profit share
schemes:
(a) an individual incentive plan (which offers the capability to receive a bonus of up to
5% of your salary); and
(b) a company profit share plan (which offers the capability to receive a bonus of up to
3% of your salary).
19.2 The terms of these two incentive/profit share schemes will be determined by V Australia.
Further information will be provided to you by your manager.
9.
20. SUPERANNUATION
We will pay an additional 12% of your salary to a superannuation fund of your choice (or
absent your choice, into a “default” superannuation fund). The parties recognise that this
level of superannuation contribution is significantly over and above current statutory
obligations.
21. WHAT YOUR SALARY COVERS
21.1 Your salary has been calculated to remunerate you:
(a) for all work, including all flying and non-flying work (for example, time spent
performing ground duties, training, on standby and positioning);
(b) for all leave (including leave loading);
(c) for working shiftwork, on weekends and on public holidays; and
(d) for all penalties, loadings and allowances and for all other payments except for
overnight meal and incidental allowances (see clause 25).
22. PAYMENT OF SALARY
Your salary will be paid fortnightly. Payment will be made electronically into your
nominated bank account.
HOME BASE AND OVERNIGHT ARRANGEMENTS
23. HOME BASE
23.1 You will be allocated a home base on the commencement of your employment with V
Australia.
23.2 We may change your home base at any time to meet operational needs.
23.3 If there is a need to change your home base (either permanently or temporarily), we will
discuss that with you in advance and provide assistance to you to allow the change in home
base to occur.
24. ACCOMMODATION
We will provide accommodation and transport to/from the relevant airport and the V
Australia provided accommodation where you are required to overnight away from home
base for work related purposes.
25. OVERNIGHT MEAL AND INCIDENTAL ALLOWANCES
25.1 You will be paid an allowance for incidental and meal expenses where you are required to
overnight away from home base for work related purposes.
10.
25.2 These allowances will be paid in Australian dollars, fortnightly in arrears. Payment will be
made electronically into your nominated bank account.
25.3 The amount of the allowance will be reviewed by us from time-to-time taking into account
such matters as area living expenses (e.g. cost of meals) and currency fluctuations.
25.4 There may be circumstances where we provide you with actual meals in lieu of this
allowance. Examples include during flight and on company training courses (i.e. where we
provide meals).
LEAVE
26. ANNUAL LEAVE
26.1 If you are a full-time Employee, you are entitled to 42 calendar days paid annual leave each
year. If you are a part-time Employee or employed on flexible work arrangements, you will
receive a pro-rata entitlement.
26.2 You are encouraged to use your annual leave to ensure you have sufficient rest and time
with family and friends.
26.3 You will have the opportunity to bid for leave at various times throughout the year.
26.4 Annual leave can be cashed out during employment. You cannot however be required to
cash out annual leave if you do not want to. Cashing out must be done in a way that
complies with relevant law.
26.5 Accrued annual leave is paid out on termination of employment.
27. PERSONAL/CARER’S LEAVE
27.1 If you are a full-time Employee, you are entitled to 10 days paid personal/carer′s leave each
year. If you are a part-time Employee or employed on flexible work arrangements, you will
receive a pro-rata entitlement.
27.2 You can use your personal/carer’s leave entitlement if you are unable to attend work
because you are ill or injured or because a member of your immediate family or household
is ill or injured and requires care or an unexpected emergency happens.
27.3 If you wish to take personal/carer′s leave, you must notify your manager as soon possible in
advance so that we can arrange for other people to cover your absence.
27.4 Your manager may require that you provide documentation to support your personal/carer′s
leave application.
27.5 If you become ill or injured whilst performing work away from home base, we will do what
we reasonably can to provide treatment for you and return you to home base as soon as
possible.
27.6 Accrued personal/carer′s leave is not paid out on termination of employment.
11.
28. URTI LEAVE
28.1 If you are a full-time Employee, you are entitled to 6 days paid URTI leave each year if you
have an upper respiratory tract infection. If you are a part-time Employee or employed on
flexible work arrangements, you will receive a pro-rata entitlement.
28.2 URTI leave is in addition to your personal/carer’s leave entitlement.
28.3 If you wish to take URTI leave, you must notify your manager as soon possible in advance
so that we can arrange for other people to cover your absence.
28.4 Your manager may require that you provide documentation to support your URTI leave
application.
28.5 If you suffer an URTI whilst performing work away from home base, we will do what we
reasonably can to provide treatment for you and return you to home base as soon as
possible.
28.6 URTI leave does not accumulate from year to year and is not paid out on termination of
employment.
29. PARENTAL LEAVE
You are entitled to parental leave in accordance with the Workplace Relations Act or
company policy, whichever is more favourable to you.
30. LONG SERVICE LEAVE
You are entitled to long service leave in accordance with relevant state legislation or
company policy, whichever is more favourable to you.
31. UNPAID CARER’S LEAVE AND PAID COMPASSIONATE LEAVE
You are entitled to unpaid carer’s leave and paid compassionate leave in accordance with
the Workplace Relations Act or company policy, whichever is more favourable to you.
Safety Net Agreement 2008
i
AGREEMENT OBJECTIVES AND APPLICATION 1
1. TITLE 1
2. PARTIES 1
3. APPLICATION 1
4. HOW WE WILL WORK TOGETHER 2
5. DURATION 3
6. CONSULTATIVE COMMITTEE 3
7. NO EXTRA CLAIMS 3
OPERATIONAL PROVISIONS 4
8. EMPLOYMENT FLEXIBILITY 4
9. CONDITIONS OF EMPLOYMENT 4
10. TRAINING AND INDUCTION 5
11. REPORTING 5
12. DUTIES 6
13. HOURS OF WORK 6
14. ROSTERS 7
15. MANUALS AND OPERATIONAL DOCUMENTATION 7
16. CONTACTING YOU 7
17. DAYS OFF 7
REMUNERATION 7
18. SALARY 7
19. INCENTIVE/PROFIT SHARE 8
20. SUPERANNUATION 9
21. WHAT YOUR SALARY COVERS 9
22. PAYMENT OF SALARY 9
HOME BASE AND OVERNIGHT ARRANGEMENTS 9
23. HOME BASE 9
ii.
24. ACCOMMODATION 9
25. OVERNIGHT MEAL AND INCIDENTAL ALLOWANCES 9
LEAVE 10
26. ANNUAL LEAVE 10
27. PERSONAL/CARER’S LEAVE 10
28. URTI LEAVE 11
29. PARENTAL LEAVE 11
30. LONG SERVICE LEAVE 11
31. UNPAID CARER’S LEAVE AND PAID COMPASSIONATE LEAVE 11
32. CONTINUITY OF SERVICE AND LEAVE ACCRUALS 11
REGULATORY MATTERS 12
33. CASA REGULATIONS 12
34. ASIC 12
35. PASSPORTS AND VISAS 12
36. INDEMNITY 12
HEALTH AND SAFETY 12
37. SAFETY AT WORK 12
38. HEALTH AND FITNESS 13
PERFORMANCE 13
39. MANAGING PERFORMANCE 13
FAIR TREATMENT PROCESS 13
40. PROCESS 13
41. ROLE OF THE AIRC OR AGREED THIRD PARTY 14
42. YOUR RIGHTS DURING THE PROCESS 15
43. CONTINUATION OF WORK DURING THIS PROCESS 15
OTHER PROVISIONS 15
44. POLICIES AND PROCEDURES 15
iii.
45. UNIFORMS 15
46. INSURANCES 15
47. STAND DOWN 16
48. LEAVING V AUSTRALIA 16
49. VIDEO SURVEILLANCE 17
50. PROPERTY 17
51. CONFIDENTIALITY 17
52. PERSONAL INFORMATION 18
53. MEDIA STATEMENTS 18
54. NO POACHING 18
55. SIGNATORIES 19
1
AGREEMENT OBJECTIVES AND APPLICATION
1. TITLE
This agreement shall be known as the V Australia Safety Net Agreement 2008
(Agreement).
2. PARTIES
The parties to this Agreement are:
(a) Virgin Blue International Airlines Pty Ltd (V Australia); and
(b) The following employees of V Australia:
(i) Check and Training Captains;
(ii) Training Captains;
(iii) Captains;
(iv) First Officers;
(v) Cruise Relief First Officers (with Airline Transport Pilot’s Licence);
(vi) Cruise Relief First Officers (with Commercial Pilot’s Licence);
(vii) Flight Managers;
(viii) Cabin Leaders; and
(ix) Cabin Crew (Levels 1 and 2),
(collectively, Employees).
3. APPLICATION
3.1 This Agreement applies to V Australia and the Employees.
3.2 To personalise the terms and conditions of this Agreement, Employees may be referred to
as “you” or “your” and V Australia as “we”, “us” and “our”.
3.3 This Agreement contains the complete statement of mutual rights and obligations as
between V Australia and the Employees to the exclusion, to the full extent permitted by
law:
(a) of all other awards, agreements or other like instruments (Other Industrial
Instruments) including those:
(i) which might be in force and bind any organisation party to such Other
Industrial Instruments; and/or
2.
(ii) which might otherwise apply to the parties to this Agreement and/or the
work which is being carried on in respect of the business of V Australia;
(b) save only for such terms and conditions applicable by reason of the contracts of
employment between V Australia and the Employees which are consistent with this
Agreement.
3.4 It is the intention of the parties that this Agreement will operate consistently with
paragraph 3.3 above.
3.5 It is also the intention of the parties that this Agreement will operate as a minimum safety
net, the terms of which cannot in any circumstances be undercut.
3.6 To avoid doubt, V Australia may provide terms and conditions of employment that are
consistent with and/or more favourable than those contained in this Agreement. Those
other terms and conditions may be contained in individual employment contracts and/or
company policy. This Agreement does not affect the enforceability of those other terms and
conditions of employment in any way.
3.7 This Agreement is stand-alone and has been developed by the parties to reflect and
accommodate the specific circumstances of V Australia.
3.8 To avoid doubt, this Agreement does not apply to:
(a) employees engaged by an entity other than V Australia;
(b) V Australia management;
(c) Flight Operations Management, Management Pilots, Cabin Crew Management and
Cabin Crew Development Managers;
(d) V Australia clerical and/or administrative staff;
(e) V Australia head office staff;
(f) People who perform engineering work for or on behalf of V Australia;
(g) People who perform ground handling work for or on behalf of V Australia;
(h) People who perform guest relations work for or on behalf of V Australia.
4. HOW WE WILL WORK TOGETHER
It is the parties’ intention that during the course of employment, they will work together to
develop and implement processes and systems consistent with the following principles:
(a) Employment at V Australia will be in a safe and healthy workplace where every
Employee should expect to work without injury;
(b) There will be open and effective employee relations based on flexibility, mutual
respect and recognition of the contribution and performance of all;
3.
(c) The parties will work together as a team through effective and open
communication, consultation and participation;
(d) The parties will identify and implement opportunities for sustaining and improving
the V Australia business in terms of profitability, Employee engagement and
productivity;
(e) Employment at V Australia will be a means of improving Employees’ skills and
deliver job satisfaction in a way that is consistent with meeting V Australia’s
business outcomes; and
(f) The parties will work together to deliver the following Vision and Mission:
“Vision
Take to the world a new, exciting, trusted and profitable Australian international
airline, powered by passionate people who care for everyone we touch.
Mission
We understand the different needs of our valued guests through every part of their
journey. We strive to make a positive difference by delivering a safe, reliable,
innovative and consistent product at value for money prices in a unique Australian
style.
Our people are our competitive advantage. They will be treated with respect,
supported and encouraged. We will harness their spirit to foster a work
environment embracing loyalty, vibrancy, personal pride and fun.”
5. DURATION
This Agreement commences operation on the date specified in the notice from the
Workplace Authority Director (refer section 346M of the Workplace Relations Act). The
nominal term of this Agreement will expire on 30 June 2012.
6. CONSULTATIVE COMMITTEE
6.1 A Consultative Committee will be formed 6 months prior to the expiry of the nominal term
of this Agreement.
6.2 The Consultative Committee must comprise equal representation from each of the Flight
Crew and Cabin Crew groups covered by this Agreement and V Australia management.
6.3 The Consultative Committee will be tasked with collating information about the operation
of this Agreement during its nominal term (e.g. feedback from Employees covered by this
Agreement, feedback from other team members, things that worked well, things that need
improving or updating etc).
7. NO EXTRA CLAIMS
7.1 The parties agree that this Agreement satisfies all claims against V Australia in respect of
the employment of the Employees.
4.
7.2 It is a term of this Agreement that the Employees will not support or advance any other or
extra claims against V Australia for so long as this Agreement remains within its nominal
term.
7.3 It is also a term of this Agreement that the Employees will not engage in any industrial
action in support of or for the purpose of advancing any other or extra claims against V
Australia for so long as this Agreement remains within its nominal term.
OPERATIONAL PROVISIONS
8. EMPLOYMENT FLEXIBILITY
8.1 V Australia is committed to providing flexibility in its employment arrangements. V
Australia recognises that flexibility in this context is essential to cater for individual
circumstances (e.g. family responsibilities and work life balance) and operational needs.
8.2 To help achieve this flexibility, the parties recognise that there are no restrictions on the
types of employment that can be used. For example, Employees may be employed on a
full-time, part-time or casual basis and/or may be employed on a permanent, fixed term or
fixed task basis or for a maximum period (e.g. up to x years, terminable earlier on notice).
8.3 If you want to change your employment status (e.g. from full-time to part-time), you should
raise this with your manager who will work with you to explore the options that are
available or may be available in the future.
8.4 We cannot change your employment status (e.g. from full-time to part-time or visa versa)
without your agreement.
9. CONDITIONS OF EMPLOYMENT
Your employment at V Australia is subject to the conditions set out below:
For Flight Crew
(a) You providing us with suitable written evidence that you hold an appropriate
Australian Pilot’s licence with:
(i) an Endorsement/Type Rating appropriate to the position you have applied
for/are employed to perform;
(ii) an English Proficiency rating of Level 4 (with a view to moving to Level 6
in the future);
(iii) a current Class 1 medical certificate;
(iv) an Instrument Rating appropriate to the position you have applied for/are
employed to perform;
(b) Satisfactory completion by you of a V Australia Operator’s Proficiency Check;
5.
(c) Satisfactory completion by you of an induction course at a time and place specified
by us; and
(d) Any other matter or matters as determined by us from time-to-time, provided they
are advised by us to you in advance.
For Cabin Crew
(a) You providing us with a suitable Senior First Aid certificate;
(b) You providing us with a suitable Responsible Service of Alcohol certificate; and
(c) Any other matter or matters as determined by us from time-to-time, provided they
are advised by us to you in advance.
For both Flight Crew and Cabin Crew
(a) If requested by us, receipt of written confirmation from a suitably qualified medical
practitioner (who may be nominated by us) that you have not tested positive to
drugs or alcohol in a pre-employment drug and alcohol test;
(b) You holding a valid Aviation Security Identification Card as issued by us;
(c) You holding a valid passport;
(d) After the commencement of your employment, you holding applicable visas that
enable you to enter each port into which V Australia flies.
10. TRAINING AND INDUCTION
10.1 You will be provided with on-the-job training by other members of V Australia and/or by
external training providers. You are required to attend that training. If you feel that you
need particular training in order to properly carry out your role, you should speak with your
manager who will discuss with you the options that are available or may be available in the
future.
10.2 We may make individual arrangements with you about the costs associated with the
provision of training and induction (for example, salary sacrifice arrangements for
endorsements for Flight Crew, bonding arrangements for Flight Crew, obligations on Flight
Crew to repay all or part of the training and/or induction costs if they resign or their
employment is terminated because of misconduct within a certain period etc).
10.3 Ongoing employment at V Australia is subject to you completing all relevant training and
induction to a level satisfactory to V Australia.
11. REPORTING
11.1 Information about who/which position you will report to at V Australia will be outlined in
your offer of employment. For ease of reference, that person/position is referred to as ‘your
manager’ throughout this Agreement.
11.2 We may change your manager and the reporting structure at V Australia at any time. If
there is a need to do this, we will discuss that with you in advance.
6.
12. DUTIES
12.1 You are expected to be proficient in the performance of your duties at V Australia. Your
duties in this context include compliance by you with all V Australia policies and
procedures and the applicable procedures of each port into which you fly.
12.2 You are required to perform the duties and meet the standards of performance and conduct
that are communicated to you from time-to-time. Without limiting these obligations, you
are required to:
(a) Perform such duties that are reasonably required of you from time-to-time;
(b) Exercise reasonable skill and care in performing your duties;
(c) Commit your efforts to furthering the interests of V Australia;
(d) Comply with all directions and instructions given or issued to you by us;
(e) Cooperate with V Australia management in relation to any issues concerning your
employment including making yourself available both during and outside rostered
hours to discuss any issues with management;
(f) Act honestly and in accordance with V Australia’s values and standards of
behaviour and conduct;
(g) Conduct yourself in a professional and responsible manner whilst engaged in any
activity connected with work;
(h) Take all reasonable steps to protect our property and not damage, steal or otherwise
deal with our property in a manner which is inconsistent with this obligation; and
(i) Comply with all legislation and regulations that are relevant to your role.
12.3 We also must act in a way consistent with the above.
12.4 We may request that you perform duties for our related entities, including but not limited to
Virgin Blue Airlines and Pacific Blue Airlines.
12.5 More information about the duties and responsibilities specific to your role will be made
available to you when you commence employment and thereafter, as required during your
employment. If you have any questions about these matters, you should speak with your
manager.
13. HOURS OF WORK
13.1 V Australia operates in a 24 hours, 7 days a week industry. You must be ready, willing and
able to work within a 24/7 roster, including night and day operations on any day or
combination of days, including Saturdays, Sundays and Public Holidays.
13.2 You will not be rostered more than an average of 38 hours a week. This period is averaged
out over a calendar year.
7.
14. ROSTERS
Rosters for the following roster period (currently 28 days) are normally available seven
days prior to the commencement of the roster period.
15. MANUALS AND OPERATIONAL DOCUMENTATION
15.1 A set of V Australia manuals and documentation will be issued to you at your induction
course.
15.2 It is our policy to publish crew manuals on CD-ROM or other electronic means (e.g. on the
intranet) wherever possible.
15.3 You are required to have access to the internet while off duty (except where you are on
extended leave).
16. CONTACTING YOU
You must provide us with a telephone number (preferably a mobile number) at which you
will be contactable during and outside of working hours. You must also provide us with an
emergency contact phone number (e.g. your home phone or the number of a relative or
friend).
17. DAYS OFF
17.1 If you are a full-time Employee, you are entitled to 9 days off per roster period (on the basis
of a roster period being 28 days). If you are a part-time Employee or employed on flexible
work arrangements, you will receive a pro-rata entitlement.
17.2 Unless otherwise agreed with you, days off as detailed in clause 17.1 will be given at home
base.
REMUNERATION
18. SALARY
18.1 If you are a full-time Employee, your starting salary will be no less than the applicable
salary set out below:
Classification Salary
Check and Training Captain $175,000 per year plus an additional 16% of this
amount for time spent performing check and/or
training duties.
Training Captain $175,000 per year plus an additional 10% of this
amount for time spent performing training duties.
Captain $175,000 per year.
8.
First Officer $114,000 per year.
Cruise Relief First Officer
(with Airline Transport Pilot’s
Licence)
$42,800 per year up to the successful completion
of simulator checks and then $53,500 per year
thereafter.
Cruise Relief First Officer
(with Commercial Pilot’s Licence)
$38,220 per year up to the successful completion
of simulator checks and then $47,775 per year
thereafter.
Flight Manager $59,000 per year.
Cabin Leader $49,000 per year.
Cabin Crew (Level 2) $40,000 per year (following satisfactory
performance in Level 1 after 12 months’
service).
Cabin Crew (Level 1) $37,500 per year.
18.2 If you are a part-time Employee or employed on flexible work arrangements, you will be
paid a pro-rata salary based on the above full-time salaries.
18.3 Your salary will be reviewed annually along with your progress and development needs.
18.4 Your salary cannot be reduced. The prohibition of reductions applies not only to your
starting salary but also to all increases to your salary as a consequence of the annual review
process.
18.5 Any overpayment made to you by us may be deducted from your salary as soon as
practicable. In deducting any overpayment, we will take into account your personal
circumstances.
19. INCENTIVE/PROFIT SHARE
19.1 In addition to your salary, you will be eligible to participate in two incentive/profit share
schemes:
(a) an individual incentive plan (which offers the capability to receive a bonus of up to
5% of your salary); and
(b) a company profit share plan (which offers the capability to receive a bonus of up to
3% of your salary).
19.2 The terms of these two incentive/profit share schemes will be determined by V Australia.
Further information will be provided to you by your manager.
9.
20. SUPERANNUATION
We will pay an additional 12% of your salary to a superannuation fund of your choice (or
absent your choice, into a “default” superannuation fund). The parties recognise that this
level of superannuation contribution is significantly over and above current statutory
obligations.
21. WHAT YOUR SALARY COVERS
21.1 Your salary has been calculated to remunerate you:
(a) for all work, including all flying and non-flying work (for example, time spent
performing ground duties, training, on standby and positioning);
(b) for all leave (including leave loading);
(c) for working shiftwork, on weekends and on public holidays; and
(d) for all penalties, loadings and allowances and for all other payments except for
overnight meal and incidental allowances (see clause 25).
22. PAYMENT OF SALARY
Your salary will be paid fortnightly. Payment will be made electronically into your
nominated bank account.
HOME BASE AND OVERNIGHT ARRANGEMENTS
23. HOME BASE
23.1 You will be allocated a home base on the commencement of your employment with V
Australia.
23.2 We may change your home base at any time to meet operational needs.
23.3 If there is a need to change your home base (either permanently or temporarily), we will
discuss that with you in advance and provide assistance to you to allow the change in home
base to occur.
24. ACCOMMODATION
We will provide accommodation and transport to/from the relevant airport and the V
Australia provided accommodation where you are required to overnight away from home
base for work related purposes.
25. OVERNIGHT MEAL AND INCIDENTAL ALLOWANCES
25.1 You will be paid an allowance for incidental and meal expenses where you are required to
overnight away from home base for work related purposes.
10.
25.2 These allowances will be paid in Australian dollars, fortnightly in arrears. Payment will be
made electronically into your nominated bank account.
25.3 The amount of the allowance will be reviewed by us from time-to-time taking into account
such matters as area living expenses (e.g. cost of meals) and currency fluctuations.
25.4 There may be circumstances where we provide you with actual meals in lieu of this
allowance. Examples include during flight and on company training courses (i.e. where we
provide meals).
LEAVE
26. ANNUAL LEAVE
26.1 If you are a full-time Employee, you are entitled to 42 calendar days paid annual leave each
year. If you are a part-time Employee or employed on flexible work arrangements, you will
receive a pro-rata entitlement.
26.2 You are encouraged to use your annual leave to ensure you have sufficient rest and time
with family and friends.
26.3 You will have the opportunity to bid for leave at various times throughout the year.
26.4 Annual leave can be cashed out during employment. You cannot however be required to
cash out annual leave if you do not want to. Cashing out must be done in a way that
complies with relevant law.
26.5 Accrued annual leave is paid out on termination of employment.
27. PERSONAL/CARER’S LEAVE
27.1 If you are a full-time Employee, you are entitled to 10 days paid personal/carer′s leave each
year. If you are a part-time Employee or employed on flexible work arrangements, you will
receive a pro-rata entitlement.
27.2 You can use your personal/carer’s leave entitlement if you are unable to attend work
because you are ill or injured or because a member of your immediate family or household
is ill or injured and requires care or an unexpected emergency happens.
27.3 If you wish to take personal/carer′s leave, you must notify your manager as soon possible in
advance so that we can arrange for other people to cover your absence.
27.4 Your manager may require that you provide documentation to support your personal/carer′s
leave application.
27.5 If you become ill or injured whilst performing work away from home base, we will do what
we reasonably can to provide treatment for you and return you to home base as soon as
possible.
27.6 Accrued personal/carer′s leave is not paid out on termination of employment.
11.
28. URTI LEAVE
28.1 If you are a full-time Employee, you are entitled to 6 days paid URTI leave each year if you
have an upper respiratory tract infection. If you are a part-time Employee or employed on
flexible work arrangements, you will receive a pro-rata entitlement.
28.2 URTI leave is in addition to your personal/carer’s leave entitlement.
28.3 If you wish to take URTI leave, you must notify your manager as soon possible in advance
so that we can arrange for other people to cover your absence.
28.4 Your manager may require that you provide documentation to support your URTI leave
application.
28.5 If you suffer an URTI whilst performing work away from home base, we will do what we
reasonably can to provide treatment for you and return you to home base as soon as
possible.
28.6 URTI leave does not accumulate from year to year and is not paid out on termination of
employment.
29. PARENTAL LEAVE
You are entitled to parental leave in accordance with the Workplace Relations Act or
company policy, whichever is more favourable to you.
30. LONG SERVICE LEAVE
You are entitled to long service leave in accordance with relevant state legislation or
company policy, whichever is more favourable to you.
31. UNPAID CARER’S LEAVE AND PAID COMPASSIONATE LEAVE
You are entitled to unpaid carer’s leave and paid compassionate leave in accordance with
the Workplace Relations Act or company policy, whichever is more favourable to you.
Join Date: Jul 2007
Location: Utopia
Posts: 28
Likes: 0
Received 0 Likes
on
0 Posts
32. CONTINUITY OF SERVICE AND LEAVE ACCRUALS
If you transfer your employment from another company in the Virgin Blue Group, V
Australia will recognise your “start date” and leave accruals with that other Virgin Blue
Group company for continuity of service purposes at V Australia.
12.
REGULATORY MATTERS
33. CASA REGULATIONS
V Australia is subject to Civil Aviation and Safety Authority (CASA) requirements. You
are required to comply with all CASA requirements, as relevant to your role.
34. ASIC
You must maintain an Aviation Security Identity Card (ASIC). Where you are unable to
hold an ASIC, you accept that this may mean that we cannot allow you to continue your
employment with V Australia.
35. PASSPORTS AND VISAS
35.1 You must maintain a current passport and relevant visas so as to allow you to gain entry
into each port into which you fly. Where you are unable to hold these documents, you
accept that this may mean that we cannot allow you to continue your employment with V
Australia.
35.2 We will reimburse the costs associated with the maintenance of relevant passports and
visas following the provision by you of relevant supporting documentation (including
receipts).
36. INDEMNITY
36.1 We will, to the extent permitted by law, indemnify and release you against all claims and
demands made against you arising out of any negligence by you in performing your duties
(except where your conduct was wilful, reckless, fraudulent, unlawful or not in good faith).
36.2 We will also, to the extent permitted by law, provide legal counsel and defend you in any
legal action arising in connection with the performance of your duties and indemnify you
and hold you harmless from any judgment that may be made against you. If you are
required to act as a witness, we will give you a reasonable period free of duty to prepare
and appear as a witness, subject to operational requirements.
HEALTH AND SAFETY
37. SAFETY AT WORK
37.1 We take our safety obligations seriously. Consistent with this, you agree that you will not
attend work unless at the start of your duty period, you have had adequate rest and are able
to work safely, free of any fatigue, illness, injury, medication or drug which could impair
your ability to work.
37.2 You are required to help implement and comply with all occupational health and safety
policies, rules and procedures and use your best efforts to protect the health and safety of
all V Australia employees, guests and the general public. If you have any questions about
safety at work, you should speak with your manager.
13.
38. HEALTH AND FITNESS
Your continuing employment is conditional upon you maintaining the necessary level of
health and fitness to carry out the full range of your duties safely. To this end, you are
required to cooperate with us in relation to managing any health related concerns which
may affect your ability to perform your role safely.
PERFORMANCE
39. MANAGING PERFORMANCE
39.1 We see individual performance as all-embracing, it covers:
(a) What you do (your duties and responsibilities);
(b) How you do it (your work behaviours), and
(c) The results you achieve (your results).
39.2 Your performance will be continually assessed and you will be required to participate in
performance assessments as and when required. Your ongoing employment is subject to
you performing your duties and otherwise complying with your employment obligations to
a level satisfactory to us.
39.3 If we have concerns about your conduct, capacity or performance, you may be suspended
from your employment on full pay pending an investigation. If, following an investigation,
we believe that your conduct, capacity or performance is not satisfactory, we may put in
place measures to address that and/or initiate disciplinary action against you. Depending on
severity, this may involve a number of things including counselling, a performance
management plan, demotion, suspension or termination of your employment.
FAIR TREATMENT PROCESS
40. PROCESS
40.1 If you have a concern about the application of this Agreement you must raise it via the
process set out below.
40.2 The objective of the process set out below is for matters to be resolved at the workplace.
40.3 The first step is for you to raise your concern/concerns with your manager. For Flight
Crew, your manager is the Manager, Line Operations. For Cabin Crew, your manager is the
applicable Cabin Crew Development Manager. Your manager will consider the matters you
have raised and respond within 7 days. If the matter relates to your manager, then your first
contact should be your ‘manager once removed’ (i.e. your manager’s manager – the person
referred to clause 40.4 below).
40.4 If you cannot resolve the matter with your manager, you may refer it to your manager’s
manager who will consider the matter you have raised and respond within 7 days. For
14.
Flight Crew, your manager’s manager is the General Manager, Flight Operations. For
Cabin Crew, your manager’s manager is the Manager, Cabin Crew.
40.5 If you cannot resolve the matter in accordance with the above, you may refer it to the
Executive General Manager, V Australia who will consider the matter you have raised and
respond within 7 days.
40.6 If the matter is unable to be resolved at the workplace and all steps in this process have
been taken, either party may refer it to the Australian Industrial Relations Commission
(AIRC) or another agreed third party.
40.7 The parties may agree to refer the matter to the AIRC or agreed third party at any point
during this process.
41. ROLE OF THE AIRC OR AGREED THIRD PARTY
41.1 The role of the AIRC or agreed third party is to attempt to settle the matter you have raised
by way of conciliation.
41.2 The conciliation will be conducted in private. The parties will participate in good faith and
any discussions during the conciliation will remain confidential.
41.3 If the matter remains unresolved following conciliation, the AIRC or agreed third party can
do the following:
(a) Express an opinion in writing to the parties outlining:
(i) the background of the case; and
(ii) the merits;
(b) Make recommendations about how the dispute could be resolved; and
(c) If there is no resolution after the opinion/recommendation has issued, convene one
(1) further conciliation in an attempt to resolve the dispute.
41.4 The parties agree that they will consider in good faith any such opinion/recommendation
provided by the AIRC or agreed third party to resolve the dispute.
41.5 If the matter remains unresolved following the second conciliation, either party may refer it
to the AIRC or agreed third party for determination.
41.6 The AIRC/third party is empowered to determine that dispute in a manner and having
regard to such rules and processes as the AIRC/third party thinks appropriate.
41.7 The AIRC/third party’s determination will be final and both parties will accept and abide
by it (subject to it being overturned on appeal or stayed pending the determination of an
appeal).
15.
42. YOUR RIGHTS DURING THE PROCESS
42.1 During the above process you have the right to:
(a) be treated fairly because you raised a matter of concern;
(b) seek advice from a member of our People Department; and
(c) be represented by a person or organisation of your choice.
43. CONTINUATION OF WORK DURING THIS PROCESS
43.1 If you have raised a concern via the fair treatment process, whilst it is being resolved, you
must continue to work in accordance with your contract of employment unless there is
reasonable concern about an imminent risk to your health or safety.
43.2 You must also comply with any reasonable direction given by us to perform other available
work, either at the same workplace or at another workplace. No party will be prejudiced as
to the final settlement by the continuation of work.
OTHER PROVISIONS
44. POLICIES AND PROCEDURES
You must comply with V Australia's policies and procedures as varied or introduced from
time to time.
45. UNIFORMS
45.1 We will provide you with a uniform which must be worn in accordance with our grooming
standards.
45.2 You must, at your own expense, replace any uniform items if replacement becomes
necessary as a result of conditions other than fair wear and tear and/or damage during the
course of duty.
45.3 Should any item of uniform be lost or stolen, it must be reported as soon as possible.
45.4 Your uniform remains the property of V Australia and should be returned in good
condition if you leave employment, change position, or we request that you return it.
45.5 In the event that your position no longer requires a uniform, you will not be compensated
for the loss of this benefit.
46. INSURANCES
46.1 We will provide the following insurances at our cost:
(a) For all Employees – travel insurance while you are travelling for work (e.g.
emergency medical and dental cover, security assistance, medivac etc); and
16.
(b) For Flight Crew – loss of licence/income protection insurance.
47. STAND DOWN
47.1 From time-to-time, there may be circumstances in which we need to stand you down.
Examples include a bird flu type epidemic or a 9/11 type disaster which affects V
Australia’s ability to continue to provide commercial flights. In light of this, the parties
acknowledge that we have the right to stand you down with or without pay for any cause
for which we cannot reasonably be held responsible.
47.2 The right to stand you down is subject to us ensuring that all reasonable options for other
work and for leave have been explored before the stand down is implemented.
47.3 No Employee will be stood down as a consequence of the Boeing strike that started in
2008.
48. LEAVING V AUSTRALIA
48.1 If you are a new employee within the Virgin Blue Group your employment at V Australia
will be subject to a three month probationary period. You or V Australia may terminate
your employment at any time during the probationary period by giving one week’s notice
or payment in lieu of notice (or a combination of both).
48.2 If you have transferred your employment to V Australia from another company in the
Virgin Blue Group, your employment at V Australia is not subject to a probationary period.
The one exception to this is if you been employed for less than 3 months by a company
within the Virgin Blue Group before transferring to V Australia. If that happens, then your
probationary period at V Australia will be the difference between what you served at the
other Virgin Blue company and 3 months.
48.3 Once your probationary period has passed (or if you have no probationary period), you or V
Australia may terminate your employment at any time by giving notice in accordance with
the table below, or as set out in the Workplace Relations Act, whichever is the greater:
Flight Crew 3 months
Cabin Crew 1 month
48.4 We may terminate your employment by making payments in lieu of notice (or a
combination of notice and payments in lieu). We are not however required to give notice or
make payments in lieu if you engage in serious misconduct. You and V Australia may also
agree to waive any notice period that is required.
48.5 If you resign from V Australia and do not provide the required period of notice, we have
the right to withhold monies equal to what you would have been paid had you worked
during the notice period.
48.6 On termination of your employment, you are required to immediately return all of our
property (including all uniform items issued to you or otherwise branded with V Australia
marks) and any confidential documents you may have in your possession. Failure to do so
17.
will entitle us to withhold your final payment until you have complied with your
obligations.
49. VIDEO SURVEILLANCE
Our airports and offices may be fitted with video surveillance cameras. Whilst the cameras
are mainly used for security purposes you should be aware that they may also be used in
investigations into employee’s conduct and for disciplinary purposes.
50. PROPERTY
50.1 The unauthorised removal or possession of our/the Virgin Blue Group’s property or the
property of other persons is not permitted. You agree that it may be necessary to conduct a
search of your personal property in a situation where V Australia is investigating workplace
theft.
50.2 You agree that you will not hold us liable for any loss of or damage to your personal
belongings that are brought into the workplace. We urge you to always take care where
cash and valuables are concerned.
50.3 Prior to you leaving you must immediately return all property owned by us/the Virgin Blue
Group.
51. CONFIDENTIALITY
51.1 Any information about our business or activities or the business or activities of our related
entities which is discovered by you during your employment is confidential, unless that
information is already in the public domain. This includes:
(a) internal business procedures and plans, guests names and contact details, other
guest information, policies, procedures, operational manuals and other similar
documentation, and other such information that relates to the way we conduct our
business;
(b) proposed trademarks or service marks;
(c) marketing information and materials, such as strategic data, including marketing
plans, forecasts, forecast assumptions, future plans and potential strategies of V
Australia which have been or are being discussed; and
(d) financial data, including price and cost objectives, price lists, pricing policies and
procedures, quoting policies and procedures.
51.2 You agree that you will not, either during your employment or at any time after your
employment ends or as required by law or by us, use or disclose to any person, any
confidential information.
51.3 You agree to immediately inform us of any matter which comes to your notice during your
employment which may be of interest or importance to us in protecting the confidentiality
of any confidential information.
18.
51.4 You will also use your best endeavours to prevent the use or disclose of any confidential
information by anyone else.
52. PERSONAL INFORMATION
During the period you operate within this role you will be privy to employment related and
personal information about other V Australia/Virgin Blue Group employees. You are
required to treat this information with absolute confidentiality. This means that you will not
use this information or disclose it to any person other than as legitimately required within
your role. Further, you will use your best endeavours to prevent the inappropriate use or
disclosure of any confidential information by anyone else.
53. MEDIA STATEMENTS
You agree not to make any public statements about us (or our related companies), our
activities, employees, guests, clients or the work you perform without the written approval
of the Executive General Manager, V Australia. The same written approval is necessary for
articles prepared by you for publication in journals or other media.
54. NO POACHING
You agree that you will not, without the written consent of V Australia, during the period
of 3 months after you leave, solicit, interfere with or endeavour to entice away any
employee of V Australia; or counsel, procure or assist any other person to do so.
19.
55. SIGNATORIES
Signed for and behalf of VIRGIN BLUE
INTERNATIONAL AIRLINES PTY
LTD
Signature Print Name
Witness Print Name
Date
Signed for and behalf of the EMPLOYEES
Signature Print Name
Witness Print Name
Date
Signed for and behalf of the EMPLOYEES
Signature Print Name
Witness Print Name
Date
20.
DETAILS OF SIGNATORIES
Employer
I, of c/ 56 Edmonstone Road, Bowen Hills, Qld, 4006
am authorised to sign this Agreement on behalf of the Employer, Virgin Blue International
Airlines Pty Ltd
………………….
Signature
………………….
Date
Employees
I, of c/ 56 Edmonstone Road, Bowen Hills, Qld, 4006
am authorised to sign this Agreement on behalf of the Employees
………………….
Signature
………………….
Date
I, of c/ 56 Edmonstone Road, Bowen Hills, Qld, 4006
am authorised to sign this Agreement on behalf of the Employees
………………….
Signature
………………….
Date
If you transfer your employment from another company in the Virgin Blue Group, V
Australia will recognise your “start date” and leave accruals with that other Virgin Blue
Group company for continuity of service purposes at V Australia.
12.
REGULATORY MATTERS
33. CASA REGULATIONS
V Australia is subject to Civil Aviation and Safety Authority (CASA) requirements. You
are required to comply with all CASA requirements, as relevant to your role.
34. ASIC
You must maintain an Aviation Security Identity Card (ASIC). Where you are unable to
hold an ASIC, you accept that this may mean that we cannot allow you to continue your
employment with V Australia.
35. PASSPORTS AND VISAS
35.1 You must maintain a current passport and relevant visas so as to allow you to gain entry
into each port into which you fly. Where you are unable to hold these documents, you
accept that this may mean that we cannot allow you to continue your employment with V
Australia.
35.2 We will reimburse the costs associated with the maintenance of relevant passports and
visas following the provision by you of relevant supporting documentation (including
receipts).
36. INDEMNITY
36.1 We will, to the extent permitted by law, indemnify and release you against all claims and
demands made against you arising out of any negligence by you in performing your duties
(except where your conduct was wilful, reckless, fraudulent, unlawful or not in good faith).
36.2 We will also, to the extent permitted by law, provide legal counsel and defend you in any
legal action arising in connection with the performance of your duties and indemnify you
and hold you harmless from any judgment that may be made against you. If you are
required to act as a witness, we will give you a reasonable period free of duty to prepare
and appear as a witness, subject to operational requirements.
HEALTH AND SAFETY
37. SAFETY AT WORK
37.1 We take our safety obligations seriously. Consistent with this, you agree that you will not
attend work unless at the start of your duty period, you have had adequate rest and are able
to work safely, free of any fatigue, illness, injury, medication or drug which could impair
your ability to work.
37.2 You are required to help implement and comply with all occupational health and safety
policies, rules and procedures and use your best efforts to protect the health and safety of
all V Australia employees, guests and the general public. If you have any questions about
safety at work, you should speak with your manager.
13.
38. HEALTH AND FITNESS
Your continuing employment is conditional upon you maintaining the necessary level of
health and fitness to carry out the full range of your duties safely. To this end, you are
required to cooperate with us in relation to managing any health related concerns which
may affect your ability to perform your role safely.
PERFORMANCE
39. MANAGING PERFORMANCE
39.1 We see individual performance as all-embracing, it covers:
(a) What you do (your duties and responsibilities);
(b) How you do it (your work behaviours), and
(c) The results you achieve (your results).
39.2 Your performance will be continually assessed and you will be required to participate in
performance assessments as and when required. Your ongoing employment is subject to
you performing your duties and otherwise complying with your employment obligations to
a level satisfactory to us.
39.3 If we have concerns about your conduct, capacity or performance, you may be suspended
from your employment on full pay pending an investigation. If, following an investigation,
we believe that your conduct, capacity or performance is not satisfactory, we may put in
place measures to address that and/or initiate disciplinary action against you. Depending on
severity, this may involve a number of things including counselling, a performance
management plan, demotion, suspension or termination of your employment.
FAIR TREATMENT PROCESS
40. PROCESS
40.1 If you have a concern about the application of this Agreement you must raise it via the
process set out below.
40.2 The objective of the process set out below is for matters to be resolved at the workplace.
40.3 The first step is for you to raise your concern/concerns with your manager. For Flight
Crew, your manager is the Manager, Line Operations. For Cabin Crew, your manager is the
applicable Cabin Crew Development Manager. Your manager will consider the matters you
have raised and respond within 7 days. If the matter relates to your manager, then your first
contact should be your ‘manager once removed’ (i.e. your manager’s manager – the person
referred to clause 40.4 below).
40.4 If you cannot resolve the matter with your manager, you may refer it to your manager’s
manager who will consider the matter you have raised and respond within 7 days. For
14.
Flight Crew, your manager’s manager is the General Manager, Flight Operations. For
Cabin Crew, your manager’s manager is the Manager, Cabin Crew.
40.5 If you cannot resolve the matter in accordance with the above, you may refer it to the
Executive General Manager, V Australia who will consider the matter you have raised and
respond within 7 days.
40.6 If the matter is unable to be resolved at the workplace and all steps in this process have
been taken, either party may refer it to the Australian Industrial Relations Commission
(AIRC) or another agreed third party.
40.7 The parties may agree to refer the matter to the AIRC or agreed third party at any point
during this process.
41. ROLE OF THE AIRC OR AGREED THIRD PARTY
41.1 The role of the AIRC or agreed third party is to attempt to settle the matter you have raised
by way of conciliation.
41.2 The conciliation will be conducted in private. The parties will participate in good faith and
any discussions during the conciliation will remain confidential.
41.3 If the matter remains unresolved following conciliation, the AIRC or agreed third party can
do the following:
(a) Express an opinion in writing to the parties outlining:
(i) the background of the case; and
(ii) the merits;
(b) Make recommendations about how the dispute could be resolved; and
(c) If there is no resolution after the opinion/recommendation has issued, convene one
(1) further conciliation in an attempt to resolve the dispute.
41.4 The parties agree that they will consider in good faith any such opinion/recommendation
provided by the AIRC or agreed third party to resolve the dispute.
41.5 If the matter remains unresolved following the second conciliation, either party may refer it
to the AIRC or agreed third party for determination.
41.6 The AIRC/third party is empowered to determine that dispute in a manner and having
regard to such rules and processes as the AIRC/third party thinks appropriate.
41.7 The AIRC/third party’s determination will be final and both parties will accept and abide
by it (subject to it being overturned on appeal or stayed pending the determination of an
appeal).
15.
42. YOUR RIGHTS DURING THE PROCESS
42.1 During the above process you have the right to:
(a) be treated fairly because you raised a matter of concern;
(b) seek advice from a member of our People Department; and
(c) be represented by a person or organisation of your choice.
43. CONTINUATION OF WORK DURING THIS PROCESS
43.1 If you have raised a concern via the fair treatment process, whilst it is being resolved, you
must continue to work in accordance with your contract of employment unless there is
reasonable concern about an imminent risk to your health or safety.
43.2 You must also comply with any reasonable direction given by us to perform other available
work, either at the same workplace or at another workplace. No party will be prejudiced as
to the final settlement by the continuation of work.
OTHER PROVISIONS
44. POLICIES AND PROCEDURES
You must comply with V Australia's policies and procedures as varied or introduced from
time to time.
45. UNIFORMS
45.1 We will provide you with a uniform which must be worn in accordance with our grooming
standards.
45.2 You must, at your own expense, replace any uniform items if replacement becomes
necessary as a result of conditions other than fair wear and tear and/or damage during the
course of duty.
45.3 Should any item of uniform be lost or stolen, it must be reported as soon as possible.
45.4 Your uniform remains the property of V Australia and should be returned in good
condition if you leave employment, change position, or we request that you return it.
45.5 In the event that your position no longer requires a uniform, you will not be compensated
for the loss of this benefit.
46. INSURANCES
46.1 We will provide the following insurances at our cost:
(a) For all Employees – travel insurance while you are travelling for work (e.g.
emergency medical and dental cover, security assistance, medivac etc); and
16.
(b) For Flight Crew – loss of licence/income protection insurance.
47. STAND DOWN
47.1 From time-to-time, there may be circumstances in which we need to stand you down.
Examples include a bird flu type epidemic or a 9/11 type disaster which affects V
Australia’s ability to continue to provide commercial flights. In light of this, the parties
acknowledge that we have the right to stand you down with or without pay for any cause
for which we cannot reasonably be held responsible.
47.2 The right to stand you down is subject to us ensuring that all reasonable options for other
work and for leave have been explored before the stand down is implemented.
47.3 No Employee will be stood down as a consequence of the Boeing strike that started in
2008.
48. LEAVING V AUSTRALIA
48.1 If you are a new employee within the Virgin Blue Group your employment at V Australia
will be subject to a three month probationary period. You or V Australia may terminate
your employment at any time during the probationary period by giving one week’s notice
or payment in lieu of notice (or a combination of both).
48.2 If you have transferred your employment to V Australia from another company in the
Virgin Blue Group, your employment at V Australia is not subject to a probationary period.
The one exception to this is if you been employed for less than 3 months by a company
within the Virgin Blue Group before transferring to V Australia. If that happens, then your
probationary period at V Australia will be the difference between what you served at the
other Virgin Blue company and 3 months.
48.3 Once your probationary period has passed (or if you have no probationary period), you or V
Australia may terminate your employment at any time by giving notice in accordance with
the table below, or as set out in the Workplace Relations Act, whichever is the greater:
Flight Crew 3 months
Cabin Crew 1 month
48.4 We may terminate your employment by making payments in lieu of notice (or a
combination of notice and payments in lieu). We are not however required to give notice or
make payments in lieu if you engage in serious misconduct. You and V Australia may also
agree to waive any notice period that is required.
48.5 If you resign from V Australia and do not provide the required period of notice, we have
the right to withhold monies equal to what you would have been paid had you worked
during the notice period.
48.6 On termination of your employment, you are required to immediately return all of our
property (including all uniform items issued to you or otherwise branded with V Australia
marks) and any confidential documents you may have in your possession. Failure to do so
17.
will entitle us to withhold your final payment until you have complied with your
obligations.
49. VIDEO SURVEILLANCE
Our airports and offices may be fitted with video surveillance cameras. Whilst the cameras
are mainly used for security purposes you should be aware that they may also be used in
investigations into employee’s conduct and for disciplinary purposes.
50. PROPERTY
50.1 The unauthorised removal or possession of our/the Virgin Blue Group’s property or the
property of other persons is not permitted. You agree that it may be necessary to conduct a
search of your personal property in a situation where V Australia is investigating workplace
theft.
50.2 You agree that you will not hold us liable for any loss of or damage to your personal
belongings that are brought into the workplace. We urge you to always take care where
cash and valuables are concerned.
50.3 Prior to you leaving you must immediately return all property owned by us/the Virgin Blue
Group.
51. CONFIDENTIALITY
51.1 Any information about our business or activities or the business or activities of our related
entities which is discovered by you during your employment is confidential, unless that
information is already in the public domain. This includes:
(a) internal business procedures and plans, guests names and contact details, other
guest information, policies, procedures, operational manuals and other similar
documentation, and other such information that relates to the way we conduct our
business;
(b) proposed trademarks or service marks;
(c) marketing information and materials, such as strategic data, including marketing
plans, forecasts, forecast assumptions, future plans and potential strategies of V
Australia which have been or are being discussed; and
(d) financial data, including price and cost objectives, price lists, pricing policies and
procedures, quoting policies and procedures.
51.2 You agree that you will not, either during your employment or at any time after your
employment ends or as required by law or by us, use or disclose to any person, any
confidential information.
51.3 You agree to immediately inform us of any matter which comes to your notice during your
employment which may be of interest or importance to us in protecting the confidentiality
of any confidential information.
18.
51.4 You will also use your best endeavours to prevent the use or disclose of any confidential
information by anyone else.
52. PERSONAL INFORMATION
During the period you operate within this role you will be privy to employment related and
personal information about other V Australia/Virgin Blue Group employees. You are
required to treat this information with absolute confidentiality. This means that you will not
use this information or disclose it to any person other than as legitimately required within
your role. Further, you will use your best endeavours to prevent the inappropriate use or
disclosure of any confidential information by anyone else.
53. MEDIA STATEMENTS
You agree not to make any public statements about us (or our related companies), our
activities, employees, guests, clients or the work you perform without the written approval
of the Executive General Manager, V Australia. The same written approval is necessary for
articles prepared by you for publication in journals or other media.
54. NO POACHING
You agree that you will not, without the written consent of V Australia, during the period
of 3 months after you leave, solicit, interfere with or endeavour to entice away any
employee of V Australia; or counsel, procure or assist any other person to do so.
19.
55. SIGNATORIES
Signed for and behalf of VIRGIN BLUE
INTERNATIONAL AIRLINES PTY
LTD
Signature Print Name
Witness Print Name
Date
Signed for and behalf of the EMPLOYEES
Signature Print Name
Witness Print Name
Date
Signed for and behalf of the EMPLOYEES
Signature Print Name
Witness Print Name
Date
20.
DETAILS OF SIGNATORIES
Employer
I, of c/ 56 Edmonstone Road, Bowen Hills, Qld, 4006
am authorised to sign this Agreement on behalf of the Employer, Virgin Blue International
Airlines Pty Ltd
………………….
Signature
………………….
Date
Employees
I, of c/ 56 Edmonstone Road, Bowen Hills, Qld, 4006
am authorised to sign this Agreement on behalf of the Employees
………………….
Signature
………………….
Date
I, of c/ 56 Edmonstone Road, Bowen Hills, Qld, 4006
am authorised to sign this Agreement on behalf of the Employees
………………….
Signature
………………….
Date
Learn to read and think
Yeah ok guys - so the MOST junior member of the tech crew is earning less than most of the cabin crew.
Even a checked-to-line ATPL-holding CFO is earning just a bit less than the CSM.
FO's ($116k) are pulling nearly twice as much as the most senior cabin crew($59k).
If you are so good that you deserve QF pay just 'cos you had to move away from the North Shore for a couple of years, you had better ring QF recruiting and let them know.
Yeah OK so it's not as much as QF. It is far less than many of us want to be paid for what will be the final stages of our career. But not all of us can get into QF and CX and not all of us want to move to the sandpit.
Even a checked-to-line ATPL-holding CFO is earning just a bit less than the CSM.
FO's ($116k) are pulling nearly twice as much as the most senior cabin crew($59k).
If you are so good that you deserve QF pay just 'cos you had to move away from the North Shore for a couple of years, you had better ring QF recruiting and let them know.
Yeah OK so it's not as much as QF. It is far less than many of us want to be paid for what will be the final stages of our career. But not all of us can get into QF and CX and not all of us want to move to the sandpit.
Join Date: Jan 2007
Location: NTH of TAS
Posts: 6
Likes: 0
Received 0 Likes
on
0 Posts
Learn to read and think????
so low pay on top of no overtime, no day off allowances, 9 days off a month, nothing for admin/sim days. To fly a 777 over a lot of water.
I don't get it.
so low pay on top of no overtime, no day off allowances, 9 days off a month, nothing for admin/sim days. To fly a 777 over a lot of water.
I don't get it.
Join Date: Jan 2003
Location: Outbound
Posts: 151
Likes: 0
Received 0 Likes
on
0 Posts
Talk about making a deal with the devil.
And No KRUSTY I am not going to start, how can you expect me to?
The flipping thing changes every second. And to allow CC common voting rights is an insult to what I(we) have worked so dam hard for was the last nail.
Peoples please fall over each other.
And No KRUSTY I am not going to start, how can you expect me to?
The flipping thing changes every second. And to allow CC common voting rights is an insult to what I(we) have worked so dam hard for was the last nail.
Peoples please fall over each other.
Join Date: Jul 2002
Location: Sydney
Posts: 209
Likes: 0
Received 0 Likes
on
0 Posts
Hold me back, where do I sign up. I can get paid more flying a Baron, and be home every night and get a meal provided on an overnight charter. What a disgrace, we are heading back 40 years in time here, this a very sad day in Australia's Aviation history where Cabin Crew and Pilots vote on the same EBA. Why should a VAUS pilot not get paid what a QF pilots gets paid. Where are some peoples logic.
THIS IS AN ABSOLUTE DISGRACE TO THIS COUNTRIES AVIATION HISTORY! THIS NOW MAKES THIS INDUSTRY ABOUT AS ATTRACTIVE AS BECOMING A COURIER DRIVER OR A LOCAL COUNSIL GARBO!
THIS IS AN ABSOLUTE DISGRACE TO THIS COUNTRIES AVIATION HISTORY! THIS NOW MAKES THIS INDUSTRY ABOUT AS ATTRACTIVE AS BECOMING A COURIER DRIVER OR A LOCAL COUNSIL GARBO!
Join Date: Jul 2001
Location: australia
Posts: 98
Likes: 0
Received 0 Likes
on
0 Posts
What a joke.
Managers have hit a new low. Hang your gready heads down
If Voz starts with the minium B777 order commited to and then stalls for a few years a CRZ FO on $5OK with no promotion sounds even more pathetic.
The hours gained as a CRZ FO during that time mean nothing towards overseas employment (where other B777 operators are) and the market is getting tougher as the pilot shortage is coming to a end.
Add to that the next agreement will be voted on by the Cabin Crew who won't feel sorry for you and give up conditions, what i'm not sure, to raise your wage above their own!
Stay in GA and keep some self respect till you get a professional pay offer.
FFRATS
Managers have hit a new low. Hang your gready heads down
If Voz starts with the minium B777 order commited to and then stalls for a few years a CRZ FO on $5OK with no promotion sounds even more pathetic.
The hours gained as a CRZ FO during that time mean nothing towards overseas employment (where other B777 operators are) and the market is getting tougher as the pilot shortage is coming to a end.
Add to that the next agreement will be voted on by the Cabin Crew who won't feel sorry for you and give up conditions, what i'm not sure, to raise your wage above their own!
Stay in GA and keep some self respect till you get a professional pay offer.
FFRATS
Join Date: Dec 2007
Location: Australia
Posts: 545
Likes: 0
Received 0 Likes
on
0 Posts
Item 38 in Getzo's post (amongst others) poses a worry:
quote:
Your continuing employment is conditional upon you maintaining the necessary level of health and fitness to carry out the full range of your duties safely. To this end, you are required to cooperate with us in relation to managing any health related concerns which may affect your ability to perform your role safely.
This is the sort of stuff that EBA's have become - ambiguous and open to misinterpretation and abuse but only one way. - you don't even own your body and for what...!
Whatever happened to precision and clarity in documentation - proabably the same thing that happened to integrity and fairness
quote:
Your continuing employment is conditional upon you maintaining the necessary level of health and fitness to carry out the full range of your duties safely. To this end, you are required to cooperate with us in relation to managing any health related concerns which may affect your ability to perform your role safely.
This is the sort of stuff that EBA's have become - ambiguous and open to misinterpretation and abuse but only one way. - you don't even own your body and for what...!
Whatever happened to precision and clarity in documentation - proabably the same thing that happened to integrity and fairness