QF SH log of claims
 

Can anyone here provide any info on the SH log of claims please? I’ve heard it’s “interesting”, hopefully the worm is turning.

Hopefully they keep their cards close to their chests and don’t blab about it on a social media platform.

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

Fruit platters. Every sector.

Jeez Boom, don’t you get it, they’re better than you.

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.

https://cimg3.ibsrv.net/gimg/pprune....1140c98518.jpg

It would be unusual to enter a negotiation without a log of claims and there is zero problem with disclosing them - unless you want to spin whatever deal you get as a victory.

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.

Only an idiot plays poker with their cards face up on the table!

Bingo! This is the thrust of why I asked the question. It’s about time the multitude of fragmented business units and siloed operation essentially doing the same job on different pay and conditions, shared what they expect from the industry. The next round of EBAs will define what management get away with for the next 3 or 4 decades.

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’.

Its about time all the subsidiaries and mainline all did PIA together in support of each other. Its about time we played these twits at their own game

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.

there is however a huge shortage of pilots wanting to fly the 737. One just has to look at how junior east coast commands went, and how many FO vacancies were left unfilled. 30 in SYD alone. It wasn’t that long ago it took 7 years before you could get a SYD 737 FO slot. Given the flow on effect to the 321 and how these positions will be filled ( SYD is first) I’d say it’s something that will need to be addressed.

Minimum daily credit is required like LH. Too many hours are lost due cancellations at the moment.

Have to agree with the Colonel here. I am not advocating you 'play poker with the cards face up'

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?

I'll vote for getting paid what I was rostered.

Can it? Pay me, I agreed and made myself available - use me that day, sure, but - pay me.

RDC is horse****.

AIPA has been clear with the feedback from member surveys and what points members wanted addressed. They aren’t going communicate specifics to broadcast publicly during contract negotiations. That never happens during any form of contract negotiation. You’ll get to see the final product and if members don’t agree with it they have the chance to reject it and start again.

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.

Everything in the survey plus Winton threat gives and more.

Slow-walking negotiations...think if I've read that somewhere - What a Joke!