When is the next cull at QF Engineering?
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Although some have been given marching orders already, it seems that in Sydney, 30 June is when the slaughter is to be enacted. The boys at Sydney fabrication shop have been handed papers, find a position elsewhere ( BNE) or go away by 30 June. The rest of the 300 in LMO ( maintenance) still do not know who, how many, or by when or even why?
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doing the 737 chk 2 every second night, increasing the period to 48hrs, rather than every night will let guys go in about 2 weeks. so they said.
This is safety first, worlds best practice
This is safety first, worlds best practice
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That's the core of it. People know it is coming, they just want to know what. It will never be an easy discussion, it will never be a happy discussion, there is likely to be a whole lot of emotion involved.
But above anything else people should be treated as adults and with respect. If they are to be made redundant then tell them so, give them their options and let them choose (assuming there are options for finish dates, alternative employment elsewhere etc) what they wish to do.
Given the scale of Qantas redundancies being talked about arrange common finish dates and give people the dignity of a farewell at the local pub. Again, that won't be a joyous gathering but it allows people to say goodbye to workmates and gives some form of genuine closure.
Whether that happens or not is a different matter, but the humanity of the people and the situation should never be overlooked.
But above anything else people should be treated as adults and with respect. If they are to be made redundant then tell them so, give them their options and let them choose (assuming there are options for finish dates, alternative employment elsewhere etc) what they wish to do.
Given the scale of Qantas redundancies being talked about arrange common finish dates and give people the dignity of a farewell at the local pub. Again, that won't be a joyous gathering but it allows people to say goodbye to workmates and gives some form of genuine closure.
Whether that happens or not is a different matter, but the humanity of the people and the situation should never be overlooked.
Many years ago,I was witness to Qantas operating in a similar way in isolated cases, so I know they are capable of being complete bastards.
Perhaps dignity, compassion and humanity will prevail for the Qantas staff.
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Originally Posted by aeromedic
Employees at Avalon were unceremoniously tapped on the shoulder at break times, and after returning tooling ID and uniforms, escorted from the premises. Nothing dignified about that and humiliating to boot. I really hope that the remainder doesn't suffer the same indignity.
Many years ago,I was witness to Qantas operating in a similar way in isolated cases, so I know they are capable of being complete bastards.
Perhaps dignity, compassion and humanity will prevail for the Qantas staff.
Many years ago,I was witness to Qantas operating in a similar way in isolated cases, so I know they are capable of being complete bastards.
Perhaps dignity, compassion and humanity will prevail for the Qantas staff.
Still not pleasant, but at least it's not inhumane.
Romulus on redundancy:
Very well put, and the obvious delight of Qantas management in NOT doing it that way demonstrates their complete contempt for their workforce and is the core of my own contempt for the Board and Senior management.
I cannot overstate my contempt for these creatures who have been maximising fear uncertainty and doubt among their workforce since I have been on Pprune, starting at least as early as Margaret Jacksons use of the term "legacy airline" to describe the mainline. Folks, just remember that any time you hear the word "legacy" used as an adjective to describe people you are dealing with a proper bastard.
That's the core of it. People know it is coming, they just want to know what. It will never be an easy discussion, it will never be a happy discussion, there is likely to be a whole lot of emotion involved.
But above anything else people should be treated as adults and with respect. If they are to be made redundant then tell them so, give them their options and let them choose (assuming there are options for finish dates, alternative employment elsewhere etc) what they wish to do.
Given the scale of Qantas redundancies being talked about arrange common finish dates and give people the dignity of a farewell at the local pub. Again, that won't be a joyous gathering but it allows people to say goodbye to workmates and gives some form of genuine closure.
Whether that happens or not is a different matter, but the humanity of the people and the situation should never be overlooked.
But above anything else people should be treated as adults and with respect. If they are to be made redundant then tell them so, give them their options and let them choose (assuming there are options for finish dates, alternative employment elsewhere etc) what they wish to do.
Given the scale of Qantas redundancies being talked about arrange common finish dates and give people the dignity of a farewell at the local pub. Again, that won't be a joyous gathering but it allows people to say goodbye to workmates and gives some form of genuine closure.
Whether that happens or not is a different matter, but the humanity of the people and the situation should never be overlooked.
I cannot overstate my contempt for these creatures who have been maximising fear uncertainty and doubt among their workforce since I have been on Pprune, starting at least as early as Margaret Jacksons use of the term "legacy airline" to describe the mainline. Folks, just remember that any time you hear the word "legacy" used as an adjective to describe people you are dealing with a proper bastard.
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It is difficult to do right but call people at the start of a Thursday shift, tell them, thank them for their service and make sure they are paid out (inc that full shift). Do the exit requirements, collect the items and have them leave. That Friday you let people commiserate at the local and you pay for it.
Still not pleasant, but at least it's not inhumane.
In the future, and if things improve, recruitment will begin. How they were treated at this time will be remembered, particularly by the people you want if they haven't left the country, and you will get the people you deserve.
Folks, just remember that any time you hear the word "legacy" used as an adjective to describe people you are dealing with a proper bastard.
It's intriguing to see that word "legacy" being used by posters on this forum as well, having adopted the term from the company's use of it to describe licence holders of impending redundant aircraft.
We'll see a lot more use of this word and it's slowly becoming an objectional term. By that I mean that it's used to describe people and licences as parasitic, thereby used in a demeaning way.
Last edited by AEROMEDIC; 12th Mar 2014 at 22:03.
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Personally,i think the sacking of 5000 workers was a call made by Joyce to get the added attention of the government to help them.
It was also spread over 3 years.
Whats the average turnover of staff.
As with any business,there is an over abundance of workers,but in the majority of cases its at the top end and not the working staff.
It was also spread over 3 years.
Whats the average turnover of staff.
As with any business,there is an over abundance of workers,but in the majority of cases its at the top end and not the working staff.
An interesting read..........
Sky Wars: Why Offshore Aircraft Maintenance is a Flawed Strategy - Knowledge@Australian School of Business
Sky Wars: Why Offshore Aircraft Maintenance is a Flawed Strategy - Knowledge@Australian School of Business
farewell at a local pub
To anyone thinking they are going to get any sort of a farewell-you better think again,there is absolutely NO chance of anyone getting 1c more than what they are entitled to,forget about the fact you have devoted most of your life to this industry or employer-you are just a number on the payroll & it gives them great pleasure in telling you they care yet they are happy to feed you the information you need to make a decision at the slowest rate possible whilst you put your life on hold.
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Last 747 to depart Avalon
Shortly the last 747 heavy maintenance check to be carried out at Avalon Australia will depart today.
Thank you to the the people there who have maintained these aircraft to their high standards and helped to provide safe travel for thousands of passengers and crew.
For the 300 who are now redundant, A great show of professionalism to see the aircraft completed a day early. Qantas will never appreciate what they have lost. All the best for your future.
Collando
Thank you to the the people there who have maintained these aircraft to their high standards and helped to provide safe travel for thousands of passengers and crew.
For the 300 who are now redundant, A great show of professionalism to see the aircraft completed a day early. Qantas will never appreciate what they have lost. All the best for your future.
Collando
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A few managers told me there was a meeting yesterday.
In fact, maybe there wasn't a meeting. Surely members would be notified if there was going to be an official consultation meeting???
In fact, maybe there wasn't a meeting. Surely members would be notified if there was going to be an official consultation meeting???
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Originally Posted by bootstrap
Very well put Romulus, if we give you some QF managers emails could you pass this onto them?
Most of the ones I know in QF Eng aren't bad blokes, equally they've never had any real training/advice in how to do this. Most managers sh*t themselves saying "no" to any employee because they think they have to be friends, when it comes to redundancy it takes a very very strong and secure personality to do it properly.
The failing of most redundancy approaches is not a reflection on the personality of the manager, especially not in terms of being vindictive, but in terms of being unable to do a very very unpopular job in a manner that they can live with. Couple that with a lack of proper HR training and they're bereft of knowledge of how to go about it, simple as that. It's easy for senior mgt to say "terminate XXXX people", but they rarely have to do it. Witness how often senior managers get promoted sideways. The dirty work is left to low and mid level managers and they're given nothing in terms of how to do it.
The "change management" program must (IMHO, this is a MUST not a SHOULD) take into account a period of training for the people who will convey the bad news but it rarely does because that's a major cost, and as most people learn quite quickly the people who do the "exiting" are usually on a redundancy list themselves that comes out once they have terminated all the other people.
I don't know if you remember it but there was a George Clooney movie about people in the USA whose entire job is to fly around terminating people so local managers don't have to. That's the crappiest way ever. Managers are paid to manage, and that doesn't just mean for the "happy" announcements. The company should teach people how to do this and provide them with support. I've seen some pretty hard core guys go to pieces when told they have to do this.
One thing I forgot to mention - all the counselling, career assistance, financial advice types should be immediately available to those people who are made redundant. No salesmen types when people are at their most vulnerable, just genuinely independent but paid for by the company advisors.
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Originally Posted by blubak
To anyone thinking they are going to get any sort of a farewell-you better think again,there is absolutely NO chance of anyone getting 1c more than what they are entitled to,forget about the fact you have devoted most of your life to this industry or employer-you are just a number on the payroll & it gives them great pleasure in telling you they care yet they are happy to feed you the information you need to make a decision at the slowest rate possible whilst you put your life on hold.
Employee engagement at QF isn't great, we all know that. And whilst it would be bizarre to start changing that with how you handle a redundancy program it would actually demonstrate a very clear effort to heal the wounds.
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Originally Posted by fedsec
I am convinced that some managers enjoy deploying redundancy programs. It is as if it is the pinnacle of their entire careers.
That's not to say they must be soft, but they must be fair, decent and honest in their approach.
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A bit over 12 months ago I took redundancy and have to admit the exit was pretty quick hand in uniforms, ID sign some forms and a lift to the gate from a TA.
Was erie driving down QANTAS Drive after 20+ years with this "I guess I have done it now" feeling.
There is life after Qantas guys, just the way it ends is not too pleasant.
Was erie driving down QANTAS Drive after 20+ years with this "I guess I have done it now" feeling.
There is life after Qantas guys, just the way it ends is not too pleasant.
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Geelong Mayor
Great meeting today along with my $200000 right hand man and the Avalon CEO to discuss advertising campaign for Avalon Airport. Looking forward to the rollout!
But No thought of the 300 Who are now going
Great meeting today along with my $200000 right hand man and the Avalon CEO to discuss advertising campaign for Avalon Airport. Looking forward to the rollout!
But No thought of the 300 Who are now going