Qantas Engineering redundances - Advice required!!!
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@ SpannerTwister
Your A/L leave is broken up in two parts. Entitled and Accrued. Entitled is leave from your previous years, and Accrued is the current year's leave building up (from your date of joining the company). If you don't have the leave, you're considered a good boy for using your leave as you get it, and you can't be forced to take leave you don't have.
I don't believe they can make you take Accrued LSL, as you're not entitled to it before 10 years, with the exception of a redundancy, but knowing this mob, they would find a way to make it happen. I would assume you're safe till you have the required leave to be forced to take any.
@ AEROMEDIC
First point. Whether it's forgotten or not is a moot point. People can remember you on the other side of the fence when we're all out of a job. Will it make any difference? Not one iota.
Second point. You're correct this is far from over. It appears that both Company and Association agree this is only a reprieve, not a solution. More of the same, if not worse, over the next 12 to 18 months.
Is every LAME going to have to take 4 weeks of some sort of leave ?
How will this work if you have less than 4 weeks of annual leave available, will they make you go into negative annual leave hours ?
How will this work if you have less than 4 weeks of annual leave available, will they make you go into negative annual leave hours ?
If you have no annual leave and they are not going to make you go negative for your annual leave how does that work for your LSL if you have under 7 years of service?
You cannot currently access your LSL as you have under 7 years service, will they still be able to make you take 4 weeks LSL ?
You cannot currently access your LSL as you have under 7 years service, will they still be able to make you take 4 weeks LSL ?
@ AEROMEDIC
Those that decided to look after their own interests may well have thought any strategy was not going work and they might as well milk the OT, but such things are not forgotten by others who didn't.
Hopefully. the leave solution will be enough, but this is far from being over. I'm sure the Fed sec knows this and will be working to secure a better outcome down the track.
Hopefully. the leave solution will be enough, but this is far from being over. I'm sure the Fed sec knows this and will be working to secure a better outcome down the track.
Second point. You're correct this is far from over. It appears that both Company and Association agree this is only a reprieve, not a solution. More of the same, if not worse, over the next 12 to 18 months.
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Originally Posted by BSC
Lay off the AWU guys. Their officals have their time cut out trying to get a seat in canberra. No time to worry about pesky members
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No title required.....
With the onset of our future living being cut, I will try and make whatever $$$ I can in the meantime. You can try and justify cutting your nose off to spite your face. That's your choice. You'll be walking out the gate with your nose in your hand, and nothing to show for it. I'll just be walking out with a few more $$$ in my pocket.
First point. Whether it's forgotten or not is a moot point. People can remember you on the other side of the fence when we're all out of a job. Will it make any difference? Not one iota.
Last edited by Acute Instinct; 29th Mar 2013 at 10:44.
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First point. Whether it's forgotten or not is a moot point. People can remember you on the other side of the fence when we're all out of a job. Will it make any difference? Not one iota.
Second point. You're correct this is far from over. It appears that both Company and Association agree this is only a reprieve, not a solution. More of the same, if not worse, over the next 12 to 18 months.
Second point. You're correct this is far from over. It appears that both Company and Association agree this is only a reprieve, not a solution. More of the same, if not worse, over the next 12 to 18 months.
There is a null point to be reached for redundancies though, and where that point is must be reliant on whether further agreements can be made. The one unknown is the ability of Qantas managers to seek solutions on their own rather than the ALAEA do it. That's why it's far from over.
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When was that disengagement survey due? Doh.
Nice try tulip-boy, there'll be no engagement until you're gone!!
Personally, I'm deleting that spam-mail every time it appears…..
FWIW...
I used the link on the survey to ask Towers Watson directly about completion or otherwise indicating engagement or otherwise, pointing out that many staff felt that the company would manipulate a higher "engagement" score from either employee action. I even queried management bonuses linked to completion rates.
Their response was emphatic:
- non-participation could not be construed as engagement, and
- some aspects of bonuses were linked to engagement score but not survey completion rates, with a caveat that some individual manager KPIs may have been individually agreed and may contain 'participation rate' clauses.
Just saying.
Their response was emphatic:
- non-participation could not be construed as engagement, and
- some aspects of bonuses were linked to engagement score but not survey completion rates, with a caveat that some individual manager KPIs may have been individually agreed and may contain 'participation rate' clauses.
Just saying.
Last edited by Jetsbest; 30th Mar 2013 at 05:55.
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In all fairness......
I think its a pretty safe bet this thread is running on borrowed time. So I shall make this my last post regardless of replies.
It has been fun, its been harrowing, and its been downright repulsive at times.
My final rhyme and reason with all fairness to those that work at SIT.
Keep your gates locked. Guard them, as they will do anything, (even masquerade on here as one of you), just to get back over there........
Until next time,
KR748
It has been fun, its been harrowing, and its been downright repulsive at times.
My final rhyme and reason with all fairness to those that work at SIT.
Keep your gates locked. Guard them, as they will do anything, (even masquerade on here as one of you), just to get back over there........
Until next time,
KR748
Last edited by Acute Instinct; 1st Apr 2013 at 23:47.
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I can in simple terms.
Say a company has 12 employees and wants to get rid of one. Another option is that they all stay and take one month leave extra a year. It supplies the same amount of hours in labour.
At QF, the Engineering employees have tonnes of leave stored up. You can multiply the above scenario 50 or so times to cover the 50 who would be made redundant. Their demise is covered by everyone (about 600) taking that extra leave.
Exact numbers not known yet but will be calculated exactly by the parties.
Say a company has 12 employees and wants to get rid of one. Another option is that they all stay and take one month leave extra a year. It supplies the same amount of hours in labour.
At QF, the Engineering employees have tonnes of leave stored up. You can multiply the above scenario 50 or so times to cover the 50 who would be made redundant. Their demise is covered by everyone (about 600) taking that extra leave.
Exact numbers not known yet but will be calculated exactly by the parties.
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Furthermore it reduces liabilities on the balance sheet. Companies must accrue the cost of leave owed, so if I owe you 12 weeks leave and you get paid $2K a week then I have an accrued debt of $24K.
By having you take that leave I also reduce the debt.
Bear in mind that debt also grows in line with wages/salaries. If your salary goes up the accrued leave value goes up by the same amount.
By having you take that leave I also reduce the debt.
Bear in mind that debt also grows in line with wages/salaries. If your salary goes up the accrued leave value goes up by the same amount.
