Eastern Australian Airlines
Join Date: Jan 2003
Location: Sydney
Posts: 628
Likes: 0
Received 0 Likes
on
0 Posts
Mr Boo
Why is it a sore spot that 20 MAM casuals were offered positions. Are you not aware of the regional progression agreement? You need external applicants (in this case MAM) to even actitivate regional progression.
Here is post I put on another thread in regard to this issue. I here what you are saying but the agreement is black and white.
Oilboiler
You are obviously a crew member of either Eastern or Sunstate, therefore you would or should be familar with the regional progression agreement between the FAAA and Qantas. You will note contained within this agreement is a cluase which activates regional progression and it states along the lines of when 32 or more external applicants are appointed to permanent positions within Qantas short haul ex number will progress from Eastern and Sunstate and I think from memory the numbers are something like 10 and 6 respectively.
I can understand your frustration at the numbers being progressed, however without the MAM crew being made permanent there would be zero movement out of the regionals. Since the introduction of regional progression all those years ago it was only ever actitivated when new crew were recruited off the street so to speak and placed into permanent positions. Back in those days 100 new crew would be offered permanent positions and only 4 people would move from Eastern. Even after Ansett in 2001 many hundreds of people were given permanent positions and only handful progressed from Eastern and Sunstate.
Now that we have MAM casuals any available permanent positions are now offered to that pool of crew rather then the traditional way of general public recruitment. In this case the magic of 32 external applicants was not reached therefore each airline is getting a token number being 5. Sunstate seems to have done the best considering their normal number of progression is 6.
I certainly appreciate where you are coming from but in this instance you are directing your frustration at the wrong people. The regional progression agreement is now outdated and doesnt take into account the current employment practices of Qantas and as such regional crew suffer.
Lets hope there will be further movement again in the near future, you just never know whats around the corner everything changes day by day lately.
Why is it a sore spot that 20 MAM casuals were offered positions. Are you not aware of the regional progression agreement? You need external applicants (in this case MAM) to even actitivate regional progression.
Here is post I put on another thread in regard to this issue. I here what you are saying but the agreement is black and white.
Oilboiler
You are obviously a crew member of either Eastern or Sunstate, therefore you would or should be familar with the regional progression agreement between the FAAA and Qantas. You will note contained within this agreement is a cluase which activates regional progression and it states along the lines of when 32 or more external applicants are appointed to permanent positions within Qantas short haul ex number will progress from Eastern and Sunstate and I think from memory the numbers are something like 10 and 6 respectively.
I can understand your frustration at the numbers being progressed, however without the MAM crew being made permanent there would be zero movement out of the regionals. Since the introduction of regional progression all those years ago it was only ever actitivated when new crew were recruited off the street so to speak and placed into permanent positions. Back in those days 100 new crew would be offered permanent positions and only 4 people would move from Eastern. Even after Ansett in 2001 many hundreds of people were given permanent positions and only handful progressed from Eastern and Sunstate.
Now that we have MAM casuals any available permanent positions are now offered to that pool of crew rather then the traditional way of general public recruitment. In this case the magic of 32 external applicants was not reached therefore each airline is getting a token number being 5. Sunstate seems to have done the best considering their normal number of progression is 6.
I certainly appreciate where you are coming from but in this instance you are directing your frustration at the wrong people. The regional progression agreement is now outdated and doesnt take into account the current employment practices of Qantas and as such regional crew suffer.
Lets hope there will be further movement again in the near future, you just never know whats around the corner everything changes day by day lately.
Join Date: Sep 2000
Location: In a box, ready for shipping...
Posts: 717
Likes: 0
Received 0 Likes
on
0 Posts
I guess the disappointment from the subsidiary crew exists for a number of different reasons.
Whilst the majority of us understand the complexity of the CP agreement, we also feel somewhat 'slighted' by the fact that MAM's have achieved more positions than us. That's not to say they do not deserve these positions - everyone deserves access to them...however, if the positions were at least equal (20 MAM, 20 subsidiary), it would at least seem fairer to the subsidiary crew.
From my perspective, here is my background. Maybe some of my regional counterparts can relate...
I joined Impulse back in early 2001. Soon after, we started flying as QantasLink. A few months later, Qantas purchased us in November 2001. As part of our successive EBA's, we negotiated to be part of Career Progression - not an easy task.
We continued flying as QantasLink...until the grand idea of a low cost carrier was launched - the choice was either a new company (thus threatening our jobs at the time - a veiled threat, but one nonetheless), or using us to become what we know as Jetstar - a complete reversal from full service airline, with overnights, to multi-sector day flying, every day back to home base.
Our choice, at the time, was either stay - or go of our own accord - with the large increase in duty hours, removal of overnights, and the pain associated with introducing a low cost carrier to Australia. Not without our bad press either. No offer to transfer to S/H, VR, etc.
I now find myself 3 years into JQ Domestic. I didn't take international because the AWA was less pay, more work than my current EBA. Whilst I make a concerted effort to enjoy myself and have a good day at work, I average 150 odd hours every month. I generally operate 4 sector days every day. True, it's my choice to stay, but for the majority of subsidiary crew, we 'old timers' have stayed on in the hope to progress to S/H.
Now...almost 6 years on...I feel I've earned the right to transfer. Yet, once again, I've been diddled by circumstances not of my making, and I'm sure I'm not alone.
This system needs to change to ensure hard-working crew like myself, and my colleagues throughout the subsidiaries, are rewarded for their patience and hard work with the carrot that's dangled in front of us year after year (or should that be, every 18 months). And with the goal posts getting changed time after time (8 in 2004, 16 in 2006, and now 5 in 2007...), it's starting to **** me. I'm used to uncertainty, and change...but I don't think I'm asking for too much.
End of rant. Need to drink a sav blanc. This is all too depressing.
Whilst the majority of us understand the complexity of the CP agreement, we also feel somewhat 'slighted' by the fact that MAM's have achieved more positions than us. That's not to say they do not deserve these positions - everyone deserves access to them...however, if the positions were at least equal (20 MAM, 20 subsidiary), it would at least seem fairer to the subsidiary crew.
From my perspective, here is my background. Maybe some of my regional counterparts can relate...
I joined Impulse back in early 2001. Soon after, we started flying as QantasLink. A few months later, Qantas purchased us in November 2001. As part of our successive EBA's, we negotiated to be part of Career Progression - not an easy task.
We continued flying as QantasLink...until the grand idea of a low cost carrier was launched - the choice was either a new company (thus threatening our jobs at the time - a veiled threat, but one nonetheless), or using us to become what we know as Jetstar - a complete reversal from full service airline, with overnights, to multi-sector day flying, every day back to home base.
Our choice, at the time, was either stay - or go of our own accord - with the large increase in duty hours, removal of overnights, and the pain associated with introducing a low cost carrier to Australia. Not without our bad press either. No offer to transfer to S/H, VR, etc.
I now find myself 3 years into JQ Domestic. I didn't take international because the AWA was less pay, more work than my current EBA. Whilst I make a concerted effort to enjoy myself and have a good day at work, I average 150 odd hours every month. I generally operate 4 sector days every day. True, it's my choice to stay, but for the majority of subsidiary crew, we 'old timers' have stayed on in the hope to progress to S/H.
Now...almost 6 years on...I feel I've earned the right to transfer. Yet, once again, I've been diddled by circumstances not of my making, and I'm sure I'm not alone.
This system needs to change to ensure hard-working crew like myself, and my colleagues throughout the subsidiaries, are rewarded for their patience and hard work with the carrot that's dangled in front of us year after year (or should that be, every 18 months). And with the goal posts getting changed time after time (8 in 2004, 16 in 2006, and now 5 in 2007...), it's starting to **** me. I'm used to uncertainty, and change...but I don't think I'm asking for too much.
End of rant. Need to drink a sav blanc. This is all too depressing.
Join Date: Aug 2005
Location: Australia
Posts: 29
Likes: 0
Received 0 Likes
on
0 Posts
Very well put, Mr Seatback 2.
galleyhag, yes the progression agreement is outdated.
it is exactly because QF is making it up as they go along that they should have more consideration for the way their decisions effect staff morale at subsidiaries. i'm sure MAMs have been as loyal as regional f/as, but we at eaa and saa have been working for years under conditions that are way below those enjoyed by qf/mam crew, not to mention the noise levels we put up with on dashes. if qf appreciates what we do for the company, they should show it by rewarding us with progression on a regular basis and in greater numbers in each intake.
don't get me wrong, i like what i do but there's a limit to how many years you can manage on this pay and conditions.
the progression agreement ONLY applies to regionals, not mam, so how come qf is taking 20 mams and only 15 from subsidiaries?????
galleyhag, yes the progression agreement is outdated.
it is exactly because QF is making it up as they go along that they should have more consideration for the way their decisions effect staff morale at subsidiaries. i'm sure MAMs have been as loyal as regional f/as, but we at eaa and saa have been working for years under conditions that are way below those enjoyed by qf/mam crew, not to mention the noise levels we put up with on dashes. if qf appreciates what we do for the company, they should show it by rewarding us with progression on a regular basis and in greater numbers in each intake.
don't get me wrong, i like what i do but there's a limit to how many years you can manage on this pay and conditions.
the progression agreement ONLY applies to regionals, not mam, so how come qf is taking 20 mams and only 15 from subsidiaries?????
Join Date: Jan 2003
Location: Sydney
Posts: 628
Likes: 0
Received 0 Likes
on
0 Posts
OK problem solved let Qantas take 20 people from general recruitment of the street and then you wont have anything to bitch about. I didnt hear any real uproar when Qantas took 32 MAM's back in 2005 thus activating the progression progress agreement for 10 Eastern, 6 Sunstate and something like 15 Jetstar in January/February 2006.
The agreement is crap but as I said before if no-one is ever offered permanent from an external source progression never occurs.
Mr Seatback there are people at Eastern who have been around a lot longer then you and will still miss out in this intake so spare I thought for them. They were at Eastern when you joining Impulse which at the time was a competitor to Qantas and progression wasnt even an option for you and lets put it into prespective. A 4 leg day on an A320 or Dash8? Zero comparison.
The agreement is crap but as I said before if no-one is ever offered permanent from an external source progression never occurs.
Mr Seatback there are people at Eastern who have been around a lot longer then you and will still miss out in this intake so spare I thought for them. They were at Eastern when you joining Impulse which at the time was a competitor to Qantas and progression wasnt even an option for you and lets put it into prespective. A 4 leg day on an A320 or Dash8? Zero comparison.
Join Date: Sep 2000
Location: In a box, ready for shipping...
Posts: 717
Likes: 0
Received 0 Likes
on
0 Posts
GalleyHag,
32 MAM's vs 31 Regionals is a little more equitable in terms of ratios. No-one - least of all me - is questioning the people taken who activate CP (whether they be MAM or off the street - personally, don't care)...it's more a question of one lot of numbers vs the other. A gap of 1 versus a gap of 5 can mean an awful lot to some folk - particularly people like me, who have traditionally watched intakes of 8 & 16 go through, only for it to be reduced to 5 this time round, meaning I miss out again for a further 18 months-2 years...god willing.
Now...at the risk of sounding off...my post earlier on was used to demonstrate the unfairness of my situation...no doubt experienced by many fellow crew at both Eastern and Sunstate. I was simply stating a fact - one which you also just pointed out - that people like myself (such as the Eastern & Sunnies folk) have been waiting a while, only for this round of opportunities to be reduced in favour of more numbers for MAM/external crew. My experience won't be the only one I imagine.
In terms of perspective...whoa fella. Don't even be bringing that whole 4-sectors on a Dash vs A320 nonsense. We subsidiary folk all work hard, and whilst JQ crew do earn more money (just), our conditions are about average across the board compared to those of the 'mothership'. Our average shift at JQ domestic is around 9-10 hours, + delays of course, + cleaning the aircraft at each port...etc etc. There have been a few Eastern crew who left there, to join JQ, only to leave and return to Eastern because of the easier lifestyle Eastern offers - if that tells you anything about JQ rosters and flying.
We negotiated for Career Progression as part of our EBA 2 back in 2002. Eastern and Sunnies crew were not disadvantaged by this, as their numbers, in fact, increased during this period based on previous intakes. Furthermore, we go into QF at Year 1 rates, irrespective of our years of service or salary. I understand this is not the case at Eastern or Sunstate, where you preserve your salary point when you transfer across.
Let's not forget Eastern, Sunstate & Southern were all purchased by Australian in the 90's, and were simply included in the merger with QF in the mid 90's. One could very well argue the crew who existed at these airlines prior to the purchase were also 'not as entitled' to Career Progression, as you indicate in your 'Impulse was a competitor' argument.
Like all JQ crew, I understand that there are others at Eastern and Sunstate who have worked longer and will continue to wait for slots - just like some of our crew. One isn't necessarily better, or for that matter, more-hard-done-by, based on the aircraft we fly or how long we've been a subsidiary.
Funny thing is...progression is the only thing that keeps most people at all these subsidiary carriers. In the now competitive, in-demand labour market that exists for all crew these days, can QF - and the subsidiaries - allow their most experienced, and yet most downtrodden, subsidiary crew to march to their competitors like they currently do (eg. Sunstate to DJ), or to other industries? QF may not like the idea of CP...but ask yourself why so many of the CP crew become valued CSM's.
1 year at subsidiary = 2 years at mainline, as they say.
32 MAM's vs 31 Regionals is a little more equitable in terms of ratios. No-one - least of all me - is questioning the people taken who activate CP (whether they be MAM or off the street - personally, don't care)...it's more a question of one lot of numbers vs the other. A gap of 1 versus a gap of 5 can mean an awful lot to some folk - particularly people like me, who have traditionally watched intakes of 8 & 16 go through, only for it to be reduced to 5 this time round, meaning I miss out again for a further 18 months-2 years...god willing.
Now...at the risk of sounding off...my post earlier on was used to demonstrate the unfairness of my situation...no doubt experienced by many fellow crew at both Eastern and Sunstate. I was simply stating a fact - one which you also just pointed out - that people like myself (such as the Eastern & Sunnies folk) have been waiting a while, only for this round of opportunities to be reduced in favour of more numbers for MAM/external crew. My experience won't be the only one I imagine.
In terms of perspective...whoa fella. Don't even be bringing that whole 4-sectors on a Dash vs A320 nonsense. We subsidiary folk all work hard, and whilst JQ crew do earn more money (just), our conditions are about average across the board compared to those of the 'mothership'. Our average shift at JQ domestic is around 9-10 hours, + delays of course, + cleaning the aircraft at each port...etc etc. There have been a few Eastern crew who left there, to join JQ, only to leave and return to Eastern because of the easier lifestyle Eastern offers - if that tells you anything about JQ rosters and flying.
We negotiated for Career Progression as part of our EBA 2 back in 2002. Eastern and Sunnies crew were not disadvantaged by this, as their numbers, in fact, increased during this period based on previous intakes. Furthermore, we go into QF at Year 1 rates, irrespective of our years of service or salary. I understand this is not the case at Eastern or Sunstate, where you preserve your salary point when you transfer across.
Let's not forget Eastern, Sunstate & Southern were all purchased by Australian in the 90's, and were simply included in the merger with QF in the mid 90's. One could very well argue the crew who existed at these airlines prior to the purchase were also 'not as entitled' to Career Progression, as you indicate in your 'Impulse was a competitor' argument.
Like all JQ crew, I understand that there are others at Eastern and Sunstate who have worked longer and will continue to wait for slots - just like some of our crew. One isn't necessarily better, or for that matter, more-hard-done-by, based on the aircraft we fly or how long we've been a subsidiary.
Funny thing is...progression is the only thing that keeps most people at all these subsidiary carriers. In the now competitive, in-demand labour market that exists for all crew these days, can QF - and the subsidiaries - allow their most experienced, and yet most downtrodden, subsidiary crew to march to their competitors like they currently do (eg. Sunstate to DJ), or to other industries? QF may not like the idea of CP...but ask yourself why so many of the CP crew become valued CSM's.
1 year at subsidiary = 2 years at mainline, as they say.
Join Date: Mar 2007
Location: Australia
Posts: 19
Likes: 0
Received 0 Likes
on
0 Posts
I am sorry to say but this discussion on progression is pointless. Qantas have made a decision. We all know its especially unfair to Qantaslink crew but the decision has been made and we cannot do anything about it.
We all know how everyone feels about it.
We all know how everyone feels about it.
Last edited by FA1; 8th Aug 2007 at 07:41.
Join Date: Dec 2004
Location: Somewhere in Aus
Posts: 81
Likes: 0
Received 0 Likes
on
0 Posts
Under current arrangements JQ crew must complete 2 years service before they can place themselves on the list.
The reality is however the list is so long that the people who make CP at present are from Impulse days so we're talking 6-7 years service. The list has to get through all the crews from Qantaslink days as well before it will ever reach a "pure" JQer. Possibly in the year 2497
.
Hope that clarifies.
The reality is however the list is so long that the people who make CP at present are from Impulse days so we're talking 6-7 years service. The list has to get through all the crews from Qantaslink days as well before it will ever reach a "pure" JQer. Possibly in the year 2497
.Hope that clarifies.
Join Date: Jan 2003
Location: Sydney
Posts: 628
Likes: 0
Received 0 Likes
on
0 Posts
lfdlfp
Clearly you have no clue what you are talking about. So after you have read all the relevant documents in regard to career progression of the various airlines come back and have another go at me.
Outrage of the MAM positions PLEASE!!
True It is none of my business but I am the biggest supporter of regional progression and the crew that do have the opportunity to progress I assist as much as I can. So when you have something to offer to go right ahead but dont have a go at me.
Clearly you have no clue what you are talking about. So after you have read all the relevant documents in regard to career progression of the various airlines come back and have another go at me.
Outrage of the MAM positions PLEASE!!
True It is none of my business but I am the biggest supporter of regional progression and the crew that do have the opportunity to progress I assist as much as I can. So when you have something to offer to go right ahead but dont have a go at me.
Join Date: Jul 2007
Location: SYD
Posts: 2
Likes: 0
Received 0 Likes
on
0 Posts
You all seem to be a little highly strung over the CP issue. The point is JQ and EAA and SSA are all in this together. The thing is the MAM positions were needed to be offered to trigger progression, great! The not so great thing is that MAM exists in the first place, we don't see movement to mainline anymore becasue of them and QF stocking aircraft with them.
MAM is the enemy not us.
As for JQ earning just a little bit more then EAA crew lets compare my 32000 for my mates 52000, and we have both been flying for 2 years.
MAM is the enemy not us.
As for JQ earning just a little bit more then EAA crew lets compare my 32000 for my mates 52000, and we have both been flying for 2 years.
Join Date: Mar 2007
Location: Australia
Posts: 19
Likes: 0
Received 0 Likes
on
0 Posts
Yes, low cost cariers paying their staff more than Australia's largest regional airline. And they don't do overnights, and have less responsibility. EAA is becomming a joke, no wonder the t/c's are leaving.
And as for that MAM to trigger progression, Qantas if they wanted to couldn have recruited from their online applicantions, allowing everyone the equal opportunity to apply for a fair position!
And as for that MAM to trigger progression, Qantas if they wanted to couldn have recruited from their online applicantions, allowing everyone the equal opportunity to apply for a fair position!
Last edited by FA1; 8th Aug 2007 at 07:43.
Join Date: Sep 2000
Location: In a box, ready for shipping...
Posts: 717
Likes: 0
Received 0 Likes
on
0 Posts
FA1
True, QF could recruit from their online applications...indeed, from the still active waitlist that exists currently! But of course, the choice for QF is clear...casual, or nothing! You're absolutely right of course...trouble is, QF don't think like you and I
votenoeaaeba
I was referring specifically to salaries alone...not all the allowances, etc. as the two airlines do very different flying. When crew transfer on CP to the mothership, your salary entry point (to my understanding...please correct me if I'm wrong) is higher than ours, as we enter at Year 1.
Bear in mind that our salary is inclusive of DTA, etc...so when those of us @ JQ progress across, we go from the mid 30's salary to mid 20's + allowances.
True, QF could recruit from their online applications...indeed, from the still active waitlist that exists currently! But of course, the choice for QF is clear...casual, or nothing! You're absolutely right of course...trouble is, QF don't think like you and I
votenoeaaeba
I was referring specifically to salaries alone...not all the allowances, etc. as the two airlines do very different flying. When crew transfer on CP to the mothership, your salary entry point (to my understanding...please correct me if I'm wrong) is higher than ours, as we enter at Year 1.
Bear in mind that our salary is inclusive of DTA, etc...so when those of us @ JQ progress across, we go from the mid 30's salary to mid 20's + allowances.
Join Date: Dec 2006
Location: MEL
Posts: 67
Likes: 0
Received 0 Likes
on
0 Posts
MrSeatback, I think your right, I'm pretty sure that when we progress across we all go onto the salary 2 level, no matter how long we have been flying for eaa or ss.
We can go on and on about the difference in numbers being offered to the regional/jq crew as opposed to the MAM's all we want, but the fact is qf have dictated how many of each they want. We can wish it was more than the 5 each of us, but it just wasn't........ whinging and moaning is not going to help us, in fact it will just make us all the more bitter and upset about our current situation and god knows eaa doesn't need the morale killer, things are bad enough already.
votenoeaaeba, MAM aren't our enemy, they are people just like us who have a flying career. Yes their paid more (who isn't ?) but they are already endorsed and operate on the qf's aircraft. So on that basis alone I can see why qf would make more of them permanent.... No training just paperwork.... definately a "what's best for the business" decision, sadly fairness just doesn't come into it.
I said this on another thread and I'll say it again, we've all got choices people, we know that the cp agreement can be taken away from us if they want as its not in the EBA. So I guess the question(s) then become
Are we happy we got anything at all?
Are we happy that we have cp in the first place, no matter what it looks like ?
Are we happy to hang around for whatever they might change it to ?
Or do we make a decision based on our current working conditions/lifestyle knowing that cp might never get to us in our current flying career ?
Being bitter and angry about what has happened is NOT helping any of us. In the meantime we should just try to be happy for those that have progressed, no matter what airline they go from and hope that the union can get us something that we will be willing to hang around for. Life is too short and work is to long to be angry and bitter about the good fortune of others.
We can go on and on about the difference in numbers being offered to the regional/jq crew as opposed to the MAM's all we want, but the fact is qf have dictated how many of each they want. We can wish it was more than the 5 each of us, but it just wasn't........ whinging and moaning is not going to help us, in fact it will just make us all the more bitter and upset about our current situation and god knows eaa doesn't need the morale killer, things are bad enough already.
votenoeaaeba, MAM aren't our enemy, they are people just like us who have a flying career. Yes their paid more (who isn't ?) but they are already endorsed and operate on the qf's aircraft. So on that basis alone I can see why qf would make more of them permanent.... No training just paperwork.... definately a "what's best for the business" decision, sadly fairness just doesn't come into it.
I said this on another thread and I'll say it again, we've all got choices people, we know that the cp agreement can be taken away from us if they want as its not in the EBA. So I guess the question(s) then become
Are we happy we got anything at all?
Are we happy that we have cp in the first place, no matter what it looks like ?
Are we happy to hang around for whatever they might change it to ?
Or do we make a decision based on our current working conditions/lifestyle knowing that cp might never get to us in our current flying career ?
Being bitter and angry about what has happened is NOT helping any of us. In the meantime we should just try to be happy for those that have progressed, no matter what airline they go from and hope that the union can get us something that we will be willing to hang around for. Life is too short and work is to long to be angry and bitter about the good fortune of others.
Join Date: Mar 2007
Location: Australia
Posts: 19
Likes: 0
Received 0 Likes
on
0 Posts
Exactly, but what makes me angry is our manager is doing nothing to improve the moral around the workplace, yet you always hear "for duty of care"! After all the dissapointment we have had to deal with in the past 12 months with career progression and the whole EBA story. You walk into the crew rooms and all you ever hear is bad news. Our management team really need to introduce something positive. Can't they see it? 
Also, ummm UNION hello
what are you doing? I'ts 2007, approaching 2008 , by the time the new EBA agreed and implemented it will have expired already. Is there something you know thats happening that you're not telling us? What are you doing with our money?
Also, ummm UNION hello
what are you doing? I'ts 2007, approaching 2008 , by the time the new EBA agreed and implemented it will have expired already. Is there something you know thats happening that you're not telling us? What are you doing with our money?
Join Date: Aug 2005
Location: Australia
Posts: 20
Likes: 0
Received 0 Likes
on
0 Posts
I was asking this a few days ago! I found out from a friend of mine at VB that the union "told" them to vote for their EBA, it was voted down by 90%! Also, if by some miracle of god, that we do vote for an EBA, what will be the deal with back pay? I know the pilots ended up getting 50%, but they had to fight for it!
Hang in there!
Mouse
PS Re. CP: I didnt jump on the dash for CP, I love it working on them! But my heart goes out to those that missed out!
Hang in there!
Mouse
PS Re. CP: I didnt jump on the dash for CP, I love it working on them! But my heart goes out to those that missed out!
Join Date: Aug 2005
Location: Australia
Posts: 29
Likes: 0
Received 0 Likes
on
0 Posts
mr boo, I got the new eba in the mail on friday. nothing seems different. there is a cover letter assuring us that the worst case scenario will never happen, ie rostered to sign on twice in one day, 9 hour rest at home base, etc.
mouse, there will be no back pay.
mouse, there will be no back pay.
Join Date: Dec 2006
Location: MEL
Posts: 67
Likes: 0
Received 0 Likes
on
0 Posts
Here we go again. What makes them think we feel any better about this now than we did 8 months ago ?
And we thought moral was bad after the first EBA and with the CP news, this is going to send it to the toilet big time. At least they're consistent at not giving a $hit about us.
And we thought moral was bad after the first EBA and with the CP news, this is going to send it to the toilet big time. At least they're consistent at not giving a $hit about us.
Join Date: Feb 2000
Location: UK
Age: 64
Posts: 3,586
Likes: 0
Received 0 Likes
on
0 Posts
There is an important difference between 'moral' and 'morale'
Doesn't bother me, but you may find yourself in an embarrassing situation one day if you don't know the difference!
Doesn't bother me, but you may find yourself in an embarrassing situation one day if you don't know the difference!
