The Qf Shortlist Has Been Activated!
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Q-Tee is right
I Believe Q-Tee is right on, besides it was last year that Mr
Dixon said that up to 25% of the Qantas workforce would
be casual or part time in the next few years.
Qantas will have no shortage of starters even though it
is only an 11 month contract, this experience will give
applicants a big leg up for any airline job they apply for
after being with QF.
Dixon said that up to 25% of the Qantas workforce would
be casual or part time in the next few years.
Qantas will have no shortage of starters even though it
is only an 11 month contract, this experience will give
applicants a big leg up for any airline job they apply for
after being with QF.
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Q-Tee
Understand your position on this. But SocialFlyer is correct. The nature of the employment now being offered (contract with no option to renew) was never provided at any stage in the recruitment process. On the contrary, full time was indicated many times during my interviews, and nothing different was stated in the follow up emails.
Further, expecting people to up and leave with 1 weeks notice is unreasonable - particularly if you already work for the airline in another division.
All fair and well if people knew these conditions PRIOR to applying (I, for one, wouldn't have bothered in the first place...) - but that wasn't the case.
Also understand that QF has to change with the times, etc. Being an airline, if it expects to survive, it needs to be adaptable.
I just fail to see the logic in not employing people as FA's from other areas within the company purely on the basis of cost. Surely these people are assets on board because of their knowledge of processes around the airline? I know I've not only used my own knowledge of airport and reservation/ticketing knowledge in this manner, but have seen this occur onboard with others from similar backgrounds. Very useful in situations such as delays, stuff ups, etc.
The role of FA has always been considered, in some areas of the airline, as that of an ambassador (given it's high regard and tough selection process within QF) - which is why so many internals apply to escalate their careers and REPRESENT THE AIRLINE THEY WERE/ARE PROUD TO SERVE. To effectively be told "Externals are better to us - until their contracts run out, then the Brits come online" is dumb-founding! The mind is still boggling!!
It is HORRIBLE for the internals (of which I am not) to be told there isn't a job for them (despite their years of service, performance, etc - all which would have been taken into account during their application), but there's a job for someone else off the street (no offence to any contractors by the way)...
THEN for BOTH of these good people to be told "Well...effectively, you can't get a flying job now because we're employing Brits on lower wages." -
Whatever happened to "People are our priority?" You remember that line - particularly during the print ads for prior FA advertisements. Or did that line get superceded by "That's the spirit - provided you're in an overseas base".
In closing, I wish to make the following clear:
a) I am not bitter and twisted. Even though I am one of the affected (external applicant currently with the QF Group), I reached the point of not caring about my application long ago! It's the people for whom have yet to fly I feel sorry for...so close, yet so far...
b) I think the way these staff, and indeed external contractors, have been treated is abysmal and appalling.
Never forget - for those of you who have been affected by this mess - this whole situation says more about QF than it could ever say about you as individuals. You are all stars for having got so far in the process.
Furthermore, it's proof (in my eyes at least) that if you really want to fly, you all possess the determination (and drive) to reach that dream. If QF don't want you because you cost too much, then go to an airline that will value you.
GO-DJ
Sadly, past airline experience doesn't always mean much in Oz.
Like any airline interview - all depends on who interviews you on the day. Many many ex-fliers have been knocked back by Jet* and DJ over the years - from many different airlines.
Hopefully, those that wish to continue, will succeed in whatever direction they choose.
My thoughts and best wishes are with you all. Here's hoping something positive comes out of this for everyone affected by this debacle.
Understand your position on this. But SocialFlyer is correct. The nature of the employment now being offered (contract with no option to renew) was never provided at any stage in the recruitment process. On the contrary, full time was indicated many times during my interviews, and nothing different was stated in the follow up emails.
Further, expecting people to up and leave with 1 weeks notice is unreasonable - particularly if you already work for the airline in another division.
All fair and well if people knew these conditions PRIOR to applying (I, for one, wouldn't have bothered in the first place...) - but that wasn't the case.
Also understand that QF has to change with the times, etc. Being an airline, if it expects to survive, it needs to be adaptable.
I just fail to see the logic in not employing people as FA's from other areas within the company purely on the basis of cost. Surely these people are assets on board because of their knowledge of processes around the airline? I know I've not only used my own knowledge of airport and reservation/ticketing knowledge in this manner, but have seen this occur onboard with others from similar backgrounds. Very useful in situations such as delays, stuff ups, etc.
The role of FA has always been considered, in some areas of the airline, as that of an ambassador (given it's high regard and tough selection process within QF) - which is why so many internals apply to escalate their careers and REPRESENT THE AIRLINE THEY WERE/ARE PROUD TO SERVE. To effectively be told "Externals are better to us - until their contracts run out, then the Brits come online" is dumb-founding! The mind is still boggling!!
It is HORRIBLE for the internals (of which I am not) to be told there isn't a job for them (despite their years of service, performance, etc - all which would have been taken into account during their application), but there's a job for someone else off the street (no offence to any contractors by the way)...
THEN for BOTH of these good people to be told "Well...effectively, you can't get a flying job now because we're employing Brits on lower wages." -
Whatever happened to "People are our priority?" You remember that line - particularly during the print ads for prior FA advertisements. Or did that line get superceded by "That's the spirit - provided you're in an overseas base".
In closing, I wish to make the following clear:
a) I am not bitter and twisted. Even though I am one of the affected (external applicant currently with the QF Group), I reached the point of not caring about my application long ago! It's the people for whom have yet to fly I feel sorry for...so close, yet so far...
b) I think the way these staff, and indeed external contractors, have been treated is abysmal and appalling.
Never forget - for those of you who have been affected by this mess - this whole situation says more about QF than it could ever say about you as individuals. You are all stars for having got so far in the process.
Furthermore, it's proof (in my eyes at least) that if you really want to fly, you all possess the determination (and drive) to reach that dream. If QF don't want you because you cost too much, then go to an airline that will value you.
GO-DJ
Sadly, past airline experience doesn't always mean much in Oz.
Like any airline interview - all depends on who interviews you on the day. Many many ex-fliers have been knocked back by Jet* and DJ over the years - from many different airlines.
Hopefully, those that wish to continue, will succeed in whatever direction they choose.
My thoughts and best wishes are with you all. Here's hoping something positive comes out of this for everyone affected by this debacle.
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Mr Seatback 2
I can see your point of view, but if memory serves me correct
these interviews took place before the SARS outbreak and
Iraq war, since then Singapore Airlines have cut their payroll
as well as others.
So put yourself in Mr Dixons position who is also responsible
to the shareholders in the company, and also look at the many
aviation sites around that are full of the dire and average cabin
crew service stories on longhaul, and you may see the man has got a problem.
It was only last year that the super funds and financial institutions
raised $800 million in 16 hours at $4.20 per share, today the
share price is $3.45.
Finally in the past 3 weeks I have flown 2 sectors up to Asia
with QF, and from my observation too many QF F/As have reached
their use-by date, the service compared to Singapore, Emirates
and Cathay Pacific was dire, IMHO QF needs young, fresh and
enthusiastic cabin crew the likes who fly for Impulse and DJ whom
in my opinion are fantastic.
My 2 cents
I can see your point of view, but if memory serves me correct
these interviews took place before the SARS outbreak and
Iraq war, since then Singapore Airlines have cut their payroll
as well as others.
So put yourself in Mr Dixons position who is also responsible
to the shareholders in the company, and also look at the many
aviation sites around that are full of the dire and average cabin
crew service stories on longhaul, and you may see the man has got a problem.
It was only last year that the super funds and financial institutions
raised $800 million in 16 hours at $4.20 per share, today the
share price is $3.45.
Finally in the past 3 weeks I have flown 2 sectors up to Asia
with QF, and from my observation too many QF F/As have reached
their use-by date, the service compared to Singapore, Emirates
and Cathay Pacific was dire, IMHO QF needs young, fresh and
enthusiastic cabin crew the likes who fly for Impulse and DJ whom
in my opinion are fantastic.
My 2 cents
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What was advertised in the SMH back in 2002 was "Expressions of Interest" in Permanent, Fixed Term and Casual positions with Qantas in Sydney, Melbourne and Perth. No mention of LH or SH, I also believe the application on staffcv also has a section where you indicate the type of work you would do and base preference.
It is sad that permanent positions cannot be made available to internals in this instance, however if limited permanent positions are available such as with short haul recently they should go to the divisions that have pre-existing agreements with Qantas such as the divisional transfer agreement and regional progression. If after that has been actioned there are no permanent positions left, sorry but that is the situation as it stands at present, QF have an obligation to honour certain agreements with other cabin crew departments such as the above. They are under no obligation to any other department that doesnt have an agreement with them.
This should come as NO surpise to anyone it was in July last year that Mr Dixon made his speech about the type of employment being offered in the future and percentage ratios for casuals, contract and permanent. There should be no shocks here, all this has been debated before in this forum.
Lets hope things change and put faith in the LH crew and their union.
It is sad that permanent positions cannot be made available to internals in this instance, however if limited permanent positions are available such as with short haul recently they should go to the divisions that have pre-existing agreements with Qantas such as the divisional transfer agreement and regional progression. If after that has been actioned there are no permanent positions left, sorry but that is the situation as it stands at present, QF have an obligation to honour certain agreements with other cabin crew departments such as the above. They are under no obligation to any other department that doesnt have an agreement with them.
This should come as NO surpise to anyone it was in July last year that Mr Dixon made his speech about the type of employment being offered in the future and percentage ratios for casuals, contract and permanent. There should be no shocks here, all this has been debated before in this forum.
Lets hope things change and put faith in the LH crew and their union.
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Go Dj
It may be that I've stayed up past my bedtime, but I don't get your point.
On one hand you indicate that the situation the shortlisters find themselves in is a result of SARS, Iraq, etc. And GalleyHag indicated (quite rightly), that Dixon has had contract work, etc. on the radar for quite some time.
All true. Don't disagree with that, as it's all fact.
However...
As much as I agree with you to some extent with what you say there, is the way to treat people (the ones replacing those that are old have 'reached their use by date' to say "well, don't get too comfortable, because in 11 months you're getting the boot?" - doesn't that just provide a temporary solution to the problem?
It certainly won't shift those who you deem to be past their 'use by date' - if anything, now is when they'll be digging their heels in even more to stay!
As much as you should blend good fiscal management of your company, you should also consider how you treat your employees - because how you treat THEM is inevitably how they treat YOUR CUSTOMERS!
Hardly what you call motivating, and some may well argue (quite rightly) that this takes the contractors' eye off providing a good service - after all, what's to lose, eh? If I'm going to get the boot, why the hell bother?? Looking over your shoulder and counting the time for 11 months (which, I might add will clock up VERY quickly with long haul flying) isn't what you'll find in the average Employee Motivation aisle of your local bookstore.
In the past, the contractors would be 'on edge', because there was always the 'dangling carrot' of permanent work at the end of the contract. Not anymore it would seem, so I'm curious to know how things work out.
Fingers crossed, by then, positives start to emerge for those other than the accountants and shareholders (like, the people who serve the customers who FLY on the airline).
GalleyHag
Agree with you totally re: Cabin Crew agreements, divisional transfers, etc. 100%.
However...
The internal staff have a similar agreement (obviously, lower on the food chain of Divisional and CP Agreements) where they can only be offered permanent work if applying internally.
Is it fair on one hand, to keep your own staff dangling for so long, only to turn around and say "thanks but there's no work for you", but there's plenty of work for Adecco crew and external staff (for 11 months), before we ship THEIR jobs to the UK? I think I know your answer on this one!
Where's the value? Where's the sense of promotion (WITHIN YOUR OWN COMPANY) to be the 'ambassador' of your airline? Or (quite cynical of me I know) is it a case of 'whoever is the lowest bidder'?
Sad state of affairs when you have to start looking at the competition to get into flying these days.
Now Look...
I understand, probably more than most, how quickly and violent change can occur in this industry. Hell, I'm on my 3rd airline (and 5th uniform).
However, if there's one thing I believe any company should do is look after their employees!
Now, in this instance, permanent jobs are not always going to be available. However, I do think the way this whole system has been handled has been appaling!
Out of all the airline crew I know around the world, I don't think I've seen or heard of a recruitment being conducted so badly. And I've heard of some shockers. Yes, it is said, and it's not unheard of in the airline world. Usually, however, staff WITHIN the airline are treated better than this.
Putting aside Iraq and SARS, I believe the drive for profitability within QF has driven it away from service (internal and external) and more into worrying about shareholders, at the expense of it's staff.
Correct me people, but I don't recall problems of this nature occurring while Jimmie Bowtie was at the helm. And QF was profitable then as I remember.
It may be that I've stayed up past my bedtime, but I don't get your point.
On one hand you indicate that the situation the shortlisters find themselves in is a result of SARS, Iraq, etc. And GalleyHag indicated (quite rightly), that Dixon has had contract work, etc. on the radar for quite some time.
All true. Don't disagree with that, as it's all fact.
However...
Finally in the past 3 weeks I have flown 2 sectors up to Asia with QF, and from my observation too many QF F/As have reached their use-by date, the service compared to Singapore, Emirates and Cathay Pacific was dire, IMHO QF needs young, fresh and enthusiastic cabin crew the likes who fly for Impulse and DJ whom in my opinion are fantastic.
It certainly won't shift those who you deem to be past their 'use by date' - if anything, now is when they'll be digging their heels in even more to stay!
As much as you should blend good fiscal management of your company, you should also consider how you treat your employees - because how you treat THEM is inevitably how they treat YOUR CUSTOMERS!
Hardly what you call motivating, and some may well argue (quite rightly) that this takes the contractors' eye off providing a good service - after all, what's to lose, eh? If I'm going to get the boot, why the hell bother?? Looking over your shoulder and counting the time for 11 months (which, I might add will clock up VERY quickly with long haul flying) isn't what you'll find in the average Employee Motivation aisle of your local bookstore.
In the past, the contractors would be 'on edge', because there was always the 'dangling carrot' of permanent work at the end of the contract. Not anymore it would seem, so I'm curious to know how things work out.
Fingers crossed, by then, positives start to emerge for those other than the accountants and shareholders (like, the people who serve the customers who FLY on the airline).
GalleyHag
Agree with you totally re: Cabin Crew agreements, divisional transfers, etc. 100%.
However...
The internal staff have a similar agreement (obviously, lower on the food chain of Divisional and CP Agreements) where they can only be offered permanent work if applying internally.
Is it fair on one hand, to keep your own staff dangling for so long, only to turn around and say "thanks but there's no work for you", but there's plenty of work for Adecco crew and external staff (for 11 months), before we ship THEIR jobs to the UK? I think I know your answer on this one!
Where's the value? Where's the sense of promotion (WITHIN YOUR OWN COMPANY) to be the 'ambassador' of your airline? Or (quite cynical of me I know) is it a case of 'whoever is the lowest bidder'?
Sad state of affairs when you have to start looking at the competition to get into flying these days.
Now Look...
I understand, probably more than most, how quickly and violent change can occur in this industry. Hell, I'm on my 3rd airline (and 5th uniform).
However, if there's one thing I believe any company should do is look after their employees!
Now, in this instance, permanent jobs are not always going to be available. However, I do think the way this whole system has been handled has been appaling!
Out of all the airline crew I know around the world, I don't think I've seen or heard of a recruitment being conducted so badly. And I've heard of some shockers. Yes, it is said, and it's not unheard of in the airline world. Usually, however, staff WITHIN the airline are treated better than this.
Putting aside Iraq and SARS, I believe the drive for profitability within QF has driven it away from service (internal and external) and more into worrying about shareholders, at the expense of it's staff.
Correct me people, but I don't recall problems of this nature occurring while Jimmie Bowtie was at the helm. And QF was profitable then as I remember.
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a little comparison
Hi guys! My 2 cents here: I'm F/A here in the UK and I've been living in both Australia and the UK so I'm somehow a tad aware of the job market in both countries (I believe).
A couple of points first:
I was discussing with someone at QF the other night about the treatment the crew receive here in the UK compared to Australia. Of course I am not in a position to speak about every airline and every contract but there is a clear fact: our unions here in the UK aren't worth much! I really wonder what sort of package QANTAS is gona work out for their crew based in London next year.
For your info, generalizing a little, new entry CC pay in London is appauling and treatment is far below expectations. For example, a receptionist in a hairdresser salon makes 20% more money than a junior cabin crew on a permanent contract with 2 years experience. So does the guy selling tickets in the tube station!
Since I've been CC here, I've had problems paying bills and cannot even get a credit card or a cheque book! Forget about saving for the future!
Some crew have even turned down promotions because the money is so bad it's not worth the responsibility!!
Cabin Managers/Flight Supervisors don't make much more either and complain that after 15 years service in the airline industry they still cannot afford a mortgage!
As if this wasn't enough, the airlines have the right not to give you sick pay if they consider you're sick too often (which means more than 3 times in 6 months).
Finally, when you receive a contract it is most of the time a temporary one, subject to probation period (fair enough) and airline's needs...(??) This means that you receive a very quick training, wear that only one uniform (1 jacket / 1 skirt) you'll never be able to dryclean, then get thrown on line after your supernumerary flight with no support at all and there you work your bum off throughout summer, hoping desperately to have pleased enough seniors and made a good impression to secure yourself a permanent contract... until October, when the airline says "oh sorry! we don't need you anymore! But if you get a short-term job at Marks&Spencer, we might re-hire you in spring"... of course for another temporary contract...
(this is a typical situation with charter companies, be aware!).
There are only a small bunch of airlines -but of big envergure- having the decency to offer permanent employment from day one. These are British Airways, Virgin Atlantic and few others.
Recently I've been interviewed for a job with a small charter airline London-Gatwick based. They only fly 737/757, give no airline benefits and have no night-stops. I was required to sign a £600 bond (about 1600 AUD) for the cost of the training, in case I wouldn't honour my temporary contract of 6 months!!!! Is this the future of cabin crew?????
Now, I do understand the situation with QF in Oz is not exactly what it should be and trust me I understand your frustration, I've been there many times! An airline should have some sort of committment towards its employees, but I also believe QANTAS has done pretty well so far. At times, the market is not as per expectations and a big company such as QANTAS may have to take decisions which may not make everyone happy (such as recruiting externally at a lower pay, with more flexible contracts and no extra admin costs). I don't know QANTAS' situation but I would imagine the company is adapting to the market situation... old times are over, aviation has changed, competitors are stronger... did you know Virgin Atlantic has plans to fly London-Sydney from end of next year? Maybe this is one of the reasons why QANTAS is adopting this attitude... (not that I like it!)
I'm not a genius in market research so forgive me if I got all this wrong...
Btw Seatback2, I tend to disagree with your statement:
"As much as you should blend good fiscal management of your company, you should also consider how you treat your employees - because how you treat THEM is inevitably how they treat YOUR CUSTOMERS!".
=>
I never treated customers poorly due to the treatment I was given by management. This is not fair and the attitude is wrong. When you're up there, you do your best because this is the person you are and nothing should demotivate you! I know it's hard but your standards should never be less than your expectations if you were yourself a passenger. Don't let anyone and anything damage the quality of your work. When you stop believing you can reach perfection, then you definitely won't!
Besides, I know you personally, therefore I know what you are capable of!
FJ
A couple of points first:
I was discussing with someone at QF the other night about the treatment the crew receive here in the UK compared to Australia. Of course I am not in a position to speak about every airline and every contract but there is a clear fact: our unions here in the UK aren't worth much! I really wonder what sort of package QANTAS is gona work out for their crew based in London next year.
For your info, generalizing a little, new entry CC pay in London is appauling and treatment is far below expectations. For example, a receptionist in a hairdresser salon makes 20% more money than a junior cabin crew on a permanent contract with 2 years experience. So does the guy selling tickets in the tube station!
Since I've been CC here, I've had problems paying bills and cannot even get a credit card or a cheque book! Forget about saving for the future!
Some crew have even turned down promotions because the money is so bad it's not worth the responsibility!!
Cabin Managers/Flight Supervisors don't make much more either and complain that after 15 years service in the airline industry they still cannot afford a mortgage!
As if this wasn't enough, the airlines have the right not to give you sick pay if they consider you're sick too often (which means more than 3 times in 6 months).
Finally, when you receive a contract it is most of the time a temporary one, subject to probation period (fair enough) and airline's needs...(??) This means that you receive a very quick training, wear that only one uniform (1 jacket / 1 skirt) you'll never be able to dryclean, then get thrown on line after your supernumerary flight with no support at all and there you work your bum off throughout summer, hoping desperately to have pleased enough seniors and made a good impression to secure yourself a permanent contract... until October, when the airline says "oh sorry! we don't need you anymore! But if you get a short-term job at Marks&Spencer, we might re-hire you in spring"... of course for another temporary contract...
(this is a typical situation with charter companies, be aware!).
There are only a small bunch of airlines -but of big envergure- having the decency to offer permanent employment from day one. These are British Airways, Virgin Atlantic and few others.
Recently I've been interviewed for a job with a small charter airline London-Gatwick based. They only fly 737/757, give no airline benefits and have no night-stops. I was required to sign a £600 bond (about 1600 AUD) for the cost of the training, in case I wouldn't honour my temporary contract of 6 months!!!! Is this the future of cabin crew?????
Now, I do understand the situation with QF in Oz is not exactly what it should be and trust me I understand your frustration, I've been there many times! An airline should have some sort of committment towards its employees, but I also believe QANTAS has done pretty well so far. At times, the market is not as per expectations and a big company such as QANTAS may have to take decisions which may not make everyone happy (such as recruiting externally at a lower pay, with more flexible contracts and no extra admin costs). I don't know QANTAS' situation but I would imagine the company is adapting to the market situation... old times are over, aviation has changed, competitors are stronger... did you know Virgin Atlantic has plans to fly London-Sydney from end of next year? Maybe this is one of the reasons why QANTAS is adopting this attitude... (not that I like it!)
I'm not a genius in market research so forgive me if I got all this wrong...
Btw Seatback2, I tend to disagree with your statement:
"As much as you should blend good fiscal management of your company, you should also consider how you treat your employees - because how you treat THEM is inevitably how they treat YOUR CUSTOMERS!".
=>
I never treated customers poorly due to the treatment I was given by management. This is not fair and the attitude is wrong. When you're up there, you do your best because this is the person you are and nothing should demotivate you! I know it's hard but your standards should never be less than your expectations if you were yourself a passenger. Don't let anyone and anything damage the quality of your work. When you stop believing you can reach perfection, then you definitely won't!
Besides, I know you personally, therefore I know what you are capable of!
FJ
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Agree 100% with you Floaty on personal standards, etc. and how you are treated by management shouldn't affect how you work.
But if you read Go Dj's post, maybe the actions of management are taking their toll on selected long haul crew?
For someone from a marketing background, Dixon has an awful way of speaking and treating his employees.
Maybe he's forgotten, but employees are stakeholders in his company too - just as important as shareholders, as they direct the future of the company in the frontline.
But if you read Go Dj's post, maybe the actions of management are taking their toll on selected long haul crew?
For someone from a marketing background, Dixon has an awful way of speaking and treating his employees.
Maybe he's forgotten, but employees are stakeholders in his company too - just as important as shareholders, as they direct the future of the company in the frontline.
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Mr Seatback 2
I agree QF should look after their own before anyone else, its not fair that Australian cabin crew positions are going off-shore when all staff have contributed to the success of the airline in such tough times.
However, the divisional transfer agreement is set at 50 per year from Short to Long and vice versa. We all know about the progression agreement which up until recently has never been activated without permanent recruitment, however this was a huge EBA issue with Eastern so its kind of linked, if you know what I mean.
When it comes to other staff (internals) there is no such agreement, they put out a blue notice and staff have the opportunity to apply. When the notice was put out they did think permanent positions would be available, we know the rest SARS etc then the board position changed in terms of the type of employment offered.
Blue internal notices are put out all the time and on occassion these are withdrawn or due to other factors the position's are no longer available. In this case due to the large number of internals that were short listed we are hearing about it.
When I was at eastern QF recruited fixed term crew and casuals into short haul but QF refused to take progression even though they had taken hundreds of crew into these positions. Any regional crew member will tell you that this has been effecting them for over 3 years, its only now that the word is out that people are becoming more aware of the effects of QF's policy on permanent positions.
I agree QF should look after their own before anyone else, its not fair that Australian cabin crew positions are going off-shore when all staff have contributed to the success of the airline in such tough times.
However, the divisional transfer agreement is set at 50 per year from Short to Long and vice versa. We all know about the progression agreement which up until recently has never been activated without permanent recruitment, however this was a huge EBA issue with Eastern so its kind of linked, if you know what I mean.
When it comes to other staff (internals) there is no such agreement, they put out a blue notice and staff have the opportunity to apply. When the notice was put out they did think permanent positions would be available, we know the rest SARS etc then the board position changed in terms of the type of employment offered.
Blue internal notices are put out all the time and on occassion these are withdrawn or due to other factors the position's are no longer available. In this case due to the large number of internals that were short listed we are hearing about it.
When I was at eastern QF recruited fixed term crew and casuals into short haul but QF refused to take progression even though they had taken hundreds of crew into these positions. Any regional crew member will tell you that this has been effecting them for over 3 years, its only now that the word is out that people are becoming more aware of the effects of QF's policy on permanent positions.
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GalleyHag
Agree with you totally. Never a truer word said - particularly this...
However, I am sure you will also agree that the preferential treatment afforded to overseas contract labour over their own staff is, at least in my view, ethically flawed.
I would like to make clear that I have never endorsed, nor suggested, that internals should be treated any more favourably than those on Career Progression or Divisional Transfer agreements. As you have said, these are long-standing agreements that have been formally made to facilitate movement between flying divisions.
In short, the way the majority have been treated by this whole grand plan is wrong.
Hopefully, amends can be made in the future through increased Career Progression transfers etc. as you alluded to in your post.
Agree with you totally. Never a truer word said - particularly this...
I agree QF should look after their own before anyone else, its not fair that Australian cabin crew positions are going off-shore when all staff have contributed to the success of the airline in such tough times.
I would like to make clear that I have never endorsed, nor suggested, that internals should be treated any more favourably than those on Career Progression or Divisional Transfer agreements. As you have said, these are long-standing agreements that have been formally made to facilitate movement between flying divisions.
In short, the way the majority have been treated by this whole grand plan is wrong.
Hopefully, amends can be made in the future through increased Career Progression transfers etc. as you alluded to in your post.
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Once again, thanks!
Thanks for your thoughts Galley Hag.....yes - heart wrenching is one way to describe it!
Just glad that I took a "fill in" flying job which I am enjoying(full time, mind you!) whilst I "waited" for Qf to do something.....I must say that the treatment of employees within my current company is a hell of a lot better than that which Qf seems to be dishing out!
That Letter to the Editor idea is great - let's do it guys!
I'd be interested to hear what everyone else has decided to do now.....come on, there were soooo many of us out there guys!!
Hope to see you all around in the sky somewhere..........
Take care
Oz xox
Just glad that I took a "fill in" flying job which I am enjoying(full time, mind you!) whilst I "waited" for Qf to do something.....I must say that the treatment of employees within my current company is a hell of a lot better than that which Qf seems to be dishing out!
That Letter to the Editor idea is great - let's do it guys!
I'd be interested to hear what everyone else has decided to do now.....come on, there were soooo many of us out there guys!!
Hope to see you all around in the sky somewhere..........
Take care
Oz xox
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Well, personally I can't wait to apply and fly with you guys! It's gona be a breath of fresh air to have you Aussies over here!
As far as I know QANTAS intend to offer 60 % of the LHR jobs to Australian staff and only 40 % to UK new entrants... If you see it the way I do, there will be a very good relocation package for the Aussies, a salary in GBP (look at the exchange rate!!), a UK work permit and seniority/rank should be maintained!
Okay, okay, I too would rather live in Australia but I still see this as an opportunity!
One question: how many people will be made redundant if they refuse to relocate? Anybody knows?
FJ
As far as I know QANTAS intend to offer 60 % of the LHR jobs to Australian staff and only 40 % to UK new entrants... If you see it the way I do, there will be a very good relocation package for the Aussies, a salary in GBP (look at the exchange rate!!), a UK work permit and seniority/rank should be maintained!
Okay, okay, I too would rather live in Australia but I still see this as an opportunity!
One question: how many people will be made redundant if they refuse to relocate? Anybody knows?
FJ
...
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Hmm, well after weeks of angsting over it - Qantas called me today to offer an 11 month contract.
Either MEL or SYD .... I chose MEL.
Although not permanent its an opportunity I couldn't miss - if anything just for the experience of flying.
So I start on 30 June in Melbourne apparently - EP's up in Sydney and possibly service training in Melbourne.
Anyone else starting in Melbourne on that day?
Also, HR gave me the rates of pay however would someone mind giving me an indication of what you can on average expect to earn per fortnight for a LH FA with allowances etc.... (Have to do some financial planning!)
Finally, can I just say how appreciative I am of all the advice & support I have received on this board - if this represents the general helpfulness of the people in the industry then I'm glad I'll be surrounded by you!
Either MEL or SYD .... I chose MEL.
Although not permanent its an opportunity I couldn't miss - if anything just for the experience of flying.
So I start on 30 June in Melbourne apparently - EP's up in Sydney and possibly service training in Melbourne.
Anyone else starting in Melbourne on that day?
Also, HR gave me the rates of pay however would someone mind giving me an indication of what you can on average expect to earn per fortnight for a LH FA with allowances etc.... (Have to do some financial planning!)
Finally, can I just say how appreciative I am of all the advice & support I have received on this board - if this represents the general helpfulness of the people in the industry then I'm glad I'll be surrounded by you!
Join Date: Jun 2002
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Casuals to be offered fulltime positions
MAM people, you will be sent a letter this last week offering an application for fulltime employment.
Congratulations you really deserve it and have my sincere thanks for the great job you have done since day 1.
PS Floaty, it was nice having a beer with you in LHR, see you next week, call you when I get to London.
Congratulations you really deserve it and have my sincere thanks for the great job you have done since day 1.
PS Floaty, it was nice having a beer with you in LHR, see you next week, call you when I get to London.
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Hi Guys,
So MAM guys will be offered Full Time employment. I was under the impression that Qantas was not offering any full time employment???
So does the Permanent Employment of MAM Casuals mean that there will be more Progression for the Regionals???
Just when I think I've heard it all, Qantas does soemthing to suprise me again!!!!!!!
Cheers
SocialFlyer
PS.. Goodluck to the MAM applicants who apply for full time. It would be nice to finally have some kind of stability.
So MAM guys will be offered Full Time employment. I was under the impression that Qantas was not offering any full time employment???
So does the Permanent Employment of MAM Casuals mean that there will be more Progression for the Regionals???
Just when I think I've heard it all, Qantas does soemthing to suprise me again!!!!!!!
Cheers
SocialFlyer
PS.. Goodluck to the MAM applicants who apply for full time. It would be nice to finally have some kind of stability.
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Permanent employment (from MAM) does include progression from regionals...however, CP has already started (presumeably ahead of MAM's converting to permanent).
It's good to hear that the MAM's are being given the opportunity to go permanent.
It's sad, however, to think that the only way into a flying career off the street has to be casual or contract first.
It's good to hear that the MAM's are being given the opportunity to go permanent.
It's sad, however, to think that the only way into a flying career off the street has to be casual or contract first.
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You know, the more I think about it, the stranger this whole thing sounds.
Firstly, I would like to make the following very explicit:
1) I have nothing against MAM casuals - on the contrary, I believe they do a great job!
2) I also have nothing against them being offered permanent work - makes sense, given that they have a work history and they are already trained for the role.
3) I don't doubt for a minute Peanut Pusher's info.
BUT...this is where it sounds odd that they are now being offered permanent work:
1) It is my understanding (from friends that have attended recent MAM interviews, etc) that recent applicants have been told that UNDER NO CIRCUMSTANCES will they EVER be offered permanent flying work with QF whilst working for MAM. Presumeably it's one rule for everyone?
2) On one hand, QF is saying to it's internal staff that there are no permanent flying positions - and yet, on the other, it's offering work to contractors who are NOT QF employees (no offence to any MAM people reading this, but you're not!)
Is it just me that see's the lack of transparency in this process?
How do you justify offering permanent flying work to contractors (which, essentially, would be like offering NJS/Airlink staff permanent flying work) - when you've told another set of CURRENT QF employees that there ISN'T any permanent flying work for them?
Although I can appreciate the cost aspect of it, it isn't as though there aren't the resources for training schools to be conducted. Hell, we've already seen a number have been scheduled PRE-end of financial year (when QF previously went on record saying there were no training schools to run for Australian crew prior to the end of financial year - putting Adecco training schools to one side). And they were scheduled with little notice (as indicated on this, and other, threads).
The whole scenario just gets stranger by the day - particularly when a lot of the newer MAM people are being told they'll never (in no uncertain terms) be made permanent whilst at MAM.
Or is it the case that QF are making the rules up as they go??
Firstly, I would like to make the following very explicit:
1) I have nothing against MAM casuals - on the contrary, I believe they do a great job!
2) I also have nothing against them being offered permanent work - makes sense, given that they have a work history and they are already trained for the role.
3) I don't doubt for a minute Peanut Pusher's info.
BUT...this is where it sounds odd that they are now being offered permanent work:
1) It is my understanding (from friends that have attended recent MAM interviews, etc) that recent applicants have been told that UNDER NO CIRCUMSTANCES will they EVER be offered permanent flying work with QF whilst working for MAM. Presumeably it's one rule for everyone?
2) On one hand, QF is saying to it's internal staff that there are no permanent flying positions - and yet, on the other, it's offering work to contractors who are NOT QF employees (no offence to any MAM people reading this, but you're not!)
Is it just me that see's the lack of transparency in this process?
How do you justify offering permanent flying work to contractors (which, essentially, would be like offering NJS/Airlink staff permanent flying work) - when you've told another set of CURRENT QF employees that there ISN'T any permanent flying work for them?
Although I can appreciate the cost aspect of it, it isn't as though there aren't the resources for training schools to be conducted. Hell, we've already seen a number have been scheduled PRE-end of financial year (when QF previously went on record saying there were no training schools to run for Australian crew prior to the end of financial year - putting Adecco training schools to one side). And they were scheduled with little notice (as indicated on this, and other, threads).
The whole scenario just gets stranger by the day - particularly when a lot of the newer MAM people are being told they'll never (in no uncertain terms) be made permanent whilst at MAM.
Or is it the case that QF are making the rules up as they go??
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Has anyone from MAM received the offer? I think you will find it is not a specific offer for a permanent position. Maybe a wait list or offer of 11 contract or both. Any MAMs got more info?