QF SH log of claims
Top Answer
3rd Sep 2023, 11:00
Hopefully they keep their cards close to their chests and don’t blab about it on a social media platform.
Hopefully they keep their cards close to their chests and don’t blab about it on a social media platform.
The following 10 users liked this post by ScepticalOptomist:
Note: that statement is only applicable if those claims have already been lodged with the company
The following 4 users liked this post by SixDemonBag:
So with multiple other EBAs currently in negotuations around the country the supposed "pinnacle of the industry" who bleat here most days about every other pilot job not chinning the bar, won't put down what they are going for? Would it not be in the interests of the entire industry to see what the expected standard is going to be so everyone can negotiate better contracts?
Note: that statement is only applicable if those claims have already been lodged with the company
Note: that statement is only applicable if those claims have already been lodged with the company
It’s a cultural thing (apparently only at CEO and Board level though …..)
If the past is anything to go by negotiations usually take about 12 months before the first vote is held. The first meetings are always exploratory rather than specific. The union has a list of priorities from member surveys which they will work into specific claims over the course of negotiations, but any specific claims logged will remain in confidence until an agreement is reached so even those negotiating won’t be allowed to reveal them.
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If the past is anything to go by negotiations usually take about 12 months before the first vote is held. The first meetings are always exploratory rather than specific. The union has a list of priorities from member surveys which they will work into specific claims over the course of negotiations, but any specific claims logged will remain in confidence until an agreement is reached so even those negotiating won’t be allowed to reveal them.
A member lead union should be keeping the members informed of what is going on in the room. Keeping things behind closed doors (outside of business confidential costings etc) only benefits the company ... and potentially a union leadership not interested in representing the membership.
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The following 10 users liked this post by Keg:
Thread Starter
So with multiple other EBAs currently in negotuations around the country the supposed "pinnacle of the industry" who bleat here most days about every other pilot job not chinning the bar, won't put down what they are going for? Would it not be in the interests of the entire industry to see what the expected standard is going to be so everyone can negotiate better contracts?
Note: that statement is only applicable if those claims have already been lodged with the company
Note: that statement is only applicable if those claims have already been lodged with the company
Well, the biggest problem with achieving big EBA gains is still that there is NO shortage of pilots wanting to join Qantas. Things are different in the rest of the world as they are in competitive recruitment markets and are literally in a bidding war to attract pilots. Who is the competitor that Qantas is having to ‘outbid’. Same issue with Air NZ Mainline, who is the competitor, the only restriction on Air NZ recruitment is their self imposed recruit from Group deal. I was speaking to a subsidiary company manager recently and said that he should be concerned with the amount of FO’s looking to leave, his reply was ‘not at all we will simply recruit more’.
The following 7 users liked this post by The Love Doctor:
Except it’s not this at all.
Your members should have an idea of what your organisation is advocating for on their behalf in the room.
Will you be challenging the whole concept of the wages policy?
Will you accept wage freezes in any form especially given the largesse of bonuses about to be showered upon your CEO?
What will be done to counter the constant threats to outsource work to cheaper subsidiaries?
The entire profession is counting on QF pilots to stand up to the disgraceful bully that is QF IR.
Your members should have an idea of what your organisation is advocating for on their behalf in the room.
Will you be challenging the whole concept of the wages policy?
Will you accept wage freezes in any form especially given the largesse of bonuses about to be showered upon your CEO?
What will be done to counter the constant threats to outsource work to cheaper subsidiaries?
The entire profession is counting on QF pilots to stand up to the disgraceful bully that is QF IR.
The following users liked this post:
Well, the biggest problem with achieving big EBA gains is still that there is NO shortage of pilots wanting to join Qantas. Things are different in the rest of the world as they are in competitive recruitment markets and are literally in a bidding war to attract pilots. Who is the competitor that Qantas is having to ‘outbid’. Same issue with Air NZ Mainline, who is the competitor, the only restriction on Air NZ recruitment is their self imposed recruit from Group deal. I was speaking to a subsidiary company manager recently and said that he should be concerned with the amount of FO’s looking to leave, his reply was ‘not at all we will simply recruit more’.
The following 4 users liked this post by transition_alt:
Except it’s not this at all.
Your members should have an idea of what your organisation is advocating for on their behalf in the room.
Will you be challenging the whole concept of the wages policy?
Will you accept wage freezes in any form especially given the largesse of bonuses about to be showered upon your CEO?
What will be done to counter the constant threats to outsource work to cheaper subsidiaries?
The entire profession is counting on QF pilots to stand up to the disgraceful bully that is QF IR.
Your members should have an idea of what your organisation is advocating for on their behalf in the room.
Will you be challenging the whole concept of the wages policy?
Will you accept wage freezes in any form especially given the largesse of bonuses about to be showered upon your CEO?
What will be done to counter the constant threats to outsource work to cheaper subsidiaries?
The entire profession is counting on QF pilots to stand up to the disgraceful bully that is QF IR.
I am advocating you provide members with the information they need to understand what you are advocating for on their behalf so when the time comes for an industrial campaign they have an understanding and ownership of what they are fighting for.
Moreover, I am advocating for unions letting their members know what is going on in the meetings, once their cards have already been revealed to the employer, why keep the members from seeing those same cards?
The following 6 users liked this post by maggot:
Plus with a change of leadership on the opposing side today it’ll be interesting if that reflects a change in company’s position.
I think it pretty obvious now that policy is practically no longer in effect, all other unions in the last 12 months have gotten pay rises be it a new allowance or a change in category bumping their pay rates up.
