Virgin Blue Cabin Crew EBA
Join Date: Feb 2008
Location: Sydney
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Hi there guys,
Bit of a reality check. Something humorous (or not so) for everyone to read.
Now I'm just putting this out there for now (something my smart partner suggested may happen in the future). Give it 15-20 years I don't think there will ever be a market for us cabin crew in terms of jobs.
My suggestion is there will be vending machines for pax to purchase items and the Captains will be paid an extra $40k a year to brief pax and take care of all safety stuff. They will find ways around operation of doors etc with introduction of new aircraft that doors automatically open in the event of an emergency.
Now don't think this is because I advocate the ways airlines are at the moment. Quite to the contrary! - I think we should be trying to get the last little bits out of them and not die in vain. We should be pushing every little last bit we have!
Well at least I have documented my little theory so if someone comes along with this in future. heheheheh.....
Bit of a reality check. Something humorous (or not so) for everyone to read.
Now I'm just putting this out there for now (something my smart partner suggested may happen in the future). Give it 15-20 years I don't think there will ever be a market for us cabin crew in terms of jobs.
My suggestion is there will be vending machines for pax to purchase items and the Captains will be paid an extra $40k a year to brief pax and take care of all safety stuff. They will find ways around operation of doors etc with introduction of new aircraft that doors automatically open in the event of an emergency.
Now don't think this is because I advocate the ways airlines are at the moment. Quite to the contrary! - I think we should be trying to get the last little bits out of them and not die in vain. We should be pushing every little last bit we have!
Well at least I have documented my little theory so if someone comes along with this in future. heheheheh.....
Join Date: Mar 2007
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I'd be interested to know how you'd automate on-board medical care 
Jokes aside, this is the one thing people seem to overlook when debating the role of cabin crew, or passenger to crew ratios. Perhaps you need to remind DJ of why the role was created in the first place - to reassure passengers when they get sick.
Jokes aside, this is the one thing people seem to overlook when debating the role of cabin crew, or passenger to crew ratios. Perhaps you need to remind DJ of why the role was created in the first place - to reassure passengers when they get sick.
Join Date: Aug 2008
Location: between a rock & a hard place
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the real story
The first flight attendants were all in fact nurses. If you weren't a nurse, you couldn't get a look in. Emergency procedures were a mere secondary consideration - most planes that crashed back in the day did not/could not survive the impact! 
Join Date: Jan 2009
Location: Brisbane
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the here and now
Enterprise bargaining didnt really turn out the way it was expected to.
Instead of companies and workers working together to get a win-win, it is take-give.
Another day, another survey to see if we are willing to give them what they want 140 hours in 28 day rosters.
10 more hours a month than what I do now for a pay increase.
health management meetings for one and all
achievement drive meetings for everyone as we try to keep our hours to 140 in 28 so we don't have health management
I wonder if the village workers are now working standard 42.5 hour weeks for their pay increases?? thats 8am to 5pm, half an hour for lunch
Instead of companies and workers working together to get a win-win, it is take-give.
Another day, another survey to see if we are willing to give them what they want 140 hours in 28 day rosters.
10 more hours a month than what I do now for a pay increase.
health management meetings for one and all
achievement drive meetings for everyone as we try to keep our hours to 140 in 28 so we don't have health management
I wonder if the village workers are now working standard 42.5 hour weeks for their pay increases?? thats 8am to 5pm, half an hour for lunch
Join Date: Mar 2007
Location: QLD, Australia
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Another survey
Key changes to new draft Cabin Crew Agreement
ELEMENT: PROPOSAL : COMMENT: My comments in red
Roster Hours / 28 Days (Ordinary Hours) 140 -Average Rostered Hours will not exceed 135 over rolling 12 months still not good enough This is one of our biggest issues.
Max Hours / 28 Days after delays and disrupts 145 Where last remaining duty is APT or denominated AVL day, planned duty cannot be assigned to exceed 140 hours OK
Daily Hours 9.45 ( 12 disrupt / paxing ) Same as current EBA good
RDOs 9 RDOs in 7 roster cycles & 10 RDOs in 6 roster cycles ( 123 per year ) An increase of 3 RDOs from the current EBA **
Rest ( Home ) 15 Same as current EBA
Rest ( Away ) 10 Same as current EBA
Daily Overtime >9.30 ( Time and Half ) & >9.45 ( Double Time ) Current Overtime Rates will increase by 3% Better but we're still losing 30 mins of o/t from 9-9.30hrs.
Roster Cycle Overtime >140 (Double time) Current Overtime Rates will increase by 3%
Base Salary 3 x 3% Increases Imbedded Increases (rather than cash payments)
Fixed Allowances ( DTA, Grooming, Misc Exp ) 3% Increase Year 1 then fixed !?
Overnight Allowance Agreed Increases
AVL Day Rate Increased AVL Day Rates
Drafting Rate Double Time Hourly Rate Paid for hours worked ( min 4 hours )
Leave Loading No Change to your current EBA
Buffers No Change to your current EBA
International Provisions - Hours No Change
International Provisions - Sign Off 30 mins
International Provisions - Passports Reimbursement on renewals
No back pay though, and the 140 hours/28 days still biggest issue I have. What of part time provisions?
And the survey- very complex!
*1. Based on the summary of key changes outlined:
o Yes, it's likely that I would accept the new agreement
o No, it's not likely that I would accept the new agreement
LETS ADD THESE ONEs IN:
o Yes, if company agreed to be reasonable with our max monthly hours say 135/28 and address other issues highlighted in blue above.
o Undecided untill I see all the information ie whole document
2. If you would like to make additional comments, please provide them here:
-----------END OF SURVEY------------
*Note survey closes midnight monday 12th
ELEMENT: PROPOSAL : COMMENT: My comments in red
Roster Hours / 28 Days (Ordinary Hours) 140 -Average Rostered Hours will not exceed 135 over rolling 12 months still not good enough This is one of our biggest issues.
Max Hours / 28 Days after delays and disrupts 145 Where last remaining duty is APT or denominated AVL day, planned duty cannot be assigned to exceed 140 hours OK
Daily Hours 9.45 ( 12 disrupt / paxing ) Same as current EBA good
RDOs 9 RDOs in 7 roster cycles & 10 RDOs in 6 roster cycles ( 123 per year ) An increase of 3 RDOs from the current EBA **
Rest ( Home ) 15 Same as current EBA
Rest ( Away ) 10 Same as current EBA
Daily Overtime >9.30 ( Time and Half ) & >9.45 ( Double Time ) Current Overtime Rates will increase by 3% Better but we're still losing 30 mins of o/t from 9-9.30hrs.
Roster Cycle Overtime >140 (Double time) Current Overtime Rates will increase by 3%
Base Salary 3 x 3% Increases Imbedded Increases (rather than cash payments)
Fixed Allowances ( DTA, Grooming, Misc Exp ) 3% Increase Year 1 then fixed !?
Overnight Allowance Agreed Increases
AVL Day Rate Increased AVL Day Rates
Drafting Rate Double Time Hourly Rate Paid for hours worked ( min 4 hours )
Leave Loading No Change to your current EBA
Buffers No Change to your current EBA
International Provisions - Hours No Change
International Provisions - Sign Off 30 mins
International Provisions - Passports Reimbursement on renewals
No back pay though, and the 140 hours/28 days still biggest issue I have. What of part time provisions?
And the survey- very complex!
*1. Based on the summary of key changes outlined:
o Yes, it's likely that I would accept the new agreement
o No, it's not likely that I would accept the new agreement
LETS ADD THESE ONEs IN:
o Yes, if company agreed to be reasonable with our max monthly hours say 135/28 and address other issues highlighted in blue above.
o Undecided untill I see all the information ie whole document
2. If you would like to make additional comments, please provide them here:
-----------END OF SURVEY------------
*Note survey closes midnight monday 12th
Join Date: Dec 2007
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The new NPRM 20:16:3 (crew ratio) will require each AOC holder to lodge a safety case (sic statement) in respect of whole of duty/day of ops considerations. This covers EVERYTHING - service, security, medical and fatigue management. Don't sell out too early or specifically include a provision for compliance with 20:16:3 requirements in the EBA
My girl has this month left the Virgin fold for greener pastures, but you all must start to think beyond the basics and look at the EBA AND the work rules.
For example - deleting West/East back of clock (BOC) sectors after min rest followed by an additional east coast sector, - crew rest provisions on board for BOC/long sectors (sorry a jump seat in the back of a 737 just does not cut it) - QUALITY Crew meals (even when paxing) - deleting the stupid 'health management program' (sorry unless your Manager is a Doctor......), consideration of additional duty times due to the fixed schedules of ground transport, and all of the other B.S. that treats you like a 5 year old pre-schooler.
VB has treated its CC as fools - asking for leave without pay etc while BG and co line their pockets and spending up big on Branson p*ss ups. They couldn't even pay the VOZ crew standard rates for tarting it up in the V commercial -
Four months ago I received a call from BG's PA promising me a 'personal' reply from Godfrey (my girl took two months leave without pay because things were so tight - I wrote seeking at the very least a personal acknowledgement of her and her collegues' sacrafices).........Four months later, I 'm still waiting and the PA keeps lying that BG is far too busy to keep his own promises.........
Baseline is that VB likes (and wants) the 'Tanner' approach and it is banking that the younger, less wise crew will vote up the deal.
I could not imagine the QF CC on the other side of my door accepting this kind of B.S. - I would imagine that their union would go to guns very quickly.
Best of luck with it all - I've got to say that I'm so glad that my household is finally free from it all - although while ever this kind of philosophy is allowed to fester and breed, the role of CC will continue to be diminshed and downgraded.
Have always said that CC are professional people -I hope you all start getting treated as such by DJ soon.
here endeth my last comment on the way DJ treats its CC
AT
My girl has this month left the Virgin fold for greener pastures, but you all must start to think beyond the basics and look at the EBA AND the work rules.
For example - deleting West/East back of clock (BOC) sectors after min rest followed by an additional east coast sector, - crew rest provisions on board for BOC/long sectors (sorry a jump seat in the back of a 737 just does not cut it) - QUALITY Crew meals (even when paxing) - deleting the stupid 'health management program' (sorry unless your Manager is a Doctor......), consideration of additional duty times due to the fixed schedules of ground transport, and all of the other B.S. that treats you like a 5 year old pre-schooler.
VB has treated its CC as fools - asking for leave without pay etc while BG and co line their pockets and spending up big on Branson p*ss ups. They couldn't even pay the VOZ crew standard rates for tarting it up in the V commercial -
Four months ago I received a call from BG's PA promising me a 'personal' reply from Godfrey (my girl took two months leave without pay because things were so tight - I wrote seeking at the very least a personal acknowledgement of her and her collegues' sacrafices).........Four months later, I 'm still waiting and the PA keeps lying that BG is far too busy to keep his own promises.........
Baseline is that VB likes (and wants) the 'Tanner' approach and it is banking that the younger, less wise crew will vote up the deal.
I could not imagine the QF CC on the other side of my door accepting this kind of B.S. - I would imagine that their union would go to guns very quickly.
Best of luck with it all - I've got to say that I'm so glad that my household is finally free from it all - although while ever this kind of philosophy is allowed to fester and breed, the role of CC will continue to be diminshed and downgraded.
Have always said that CC are professional people -I hope you all start getting treated as such by DJ soon.
here endeth my last comment on the way DJ treats its CC
AT
Join Date: Jan 2009
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wise heads on young shoulders
Thanks AT & Co for all your motivating words
No doubt QF CC who are mainly a mix of many wise owls and some young chicks could hide the babes in arms during a strike, not sure if the tables were turned how that will go, but time will tell as QCCA overtakes the majority
Yep without backpay for time taken revising the companies shopping list in May and then their revised shopping list in July (?) was it? I've lost count of the amount of personal shopping time I've lost from the work surveys, the number of aditional duty hours to number crunch their shopping lists, and not recorded in Sabre time, including my 15 minutes sign off lately, thats definately worth a pay increase right there for all that extra work. I cant say
Yes, it's likely that I would accept the new agreement especially as AT puts it, the additional east coast sector following West/East BOC, is not ruled out and no backpay.
No doubt QF CC who are mainly a mix of many wise owls and some young chicks could hide the babes in arms during a strike, not sure if the tables were turned how that will go, but time will tell as QCCA overtakes the majority
Yep without backpay for time taken revising the companies shopping list in May and then their revised shopping list in July (?) was it? I've lost count of the amount of personal shopping time I've lost from the work surveys, the number of aditional duty hours to number crunch their shopping lists, and not recorded in Sabre time, including my 15 minutes sign off lately, thats definately worth a pay increase right there for all that extra work. I cant say
Yes, it's likely that I would accept the new agreement especially as AT puts it, the additional east coast sector following West/East BOC, is not ruled out and no backpay.
Last edited by shoppingcart; 14th Oct 2009 at 01:42.
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5 year pay scale, terrible?
DJCCGUY
i might be looking at things differently than you but at least the wannabee-newbees will get a pay increase every year for 5 years or even 7 years if they stay, whereas at the end of 3 years we will have to bargain (sell our souls) for another increase.
a lot of the companies shopping list is not just about saving money now they benefit long term on the things they want to introduce. The global financial crisis will be long gone and we'll still be punching out an extra 140 hours a year for an extra $1200 to $1500 a year.
On the bright side my health management meeting should last about 2 hours per roster, thats 26 hours less than 140 - looking better by the minute! Maybe I could cut that down with some development meetings as well.
i might be looking at things differently than you but at least the wannabee-newbees will get a pay increase every year for 5 years or even 7 years if they stay, whereas at the end of 3 years we will have to bargain (sell our souls) for another increase.
a lot of the companies shopping list is not just about saving money now they benefit long term on the things they want to introduce. The global financial crisis will be long gone and we'll still be punching out an extra 140 hours a year for an extra $1200 to $1500 a year.
On the bright side my health management meeting should last about 2 hours per roster, thats 26 hours less than 140 - looking better by the minute! Maybe I could cut that down with some development meetings as well.
Join Date: Jul 2007
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Senior management salary increases, more CCDMs than necessary, average of 135h rostered per 28 days (with a 140 max), unchanged minimum rest of 12 away from home, no mention of 2nd sector after BOC flights or buffers around operating these pairings, no mention of supp payment transparency to allow crew to track payments or submit forms when missing breaks (how much is the company saving in unpaid supp payments), the list goes on and on...
Bargaining is about compromise and we need to look at positive changes that meet the needs of both the company and cabin crew. Interest rates have increased which proves the Australian economy is still spending so the affect of the GEC is lessening.
A few things I would like to see:
- 132h per 28 days with 6 week roster visibility as a minimum, preferably 8 weeks (compromise to get us onto 28 day rosters)
- lose 15 minutes overtime from 9h to 9.25h (compromise as we're meeting in the middle)
- buffer around maximum rostered hours to acknowledge time used to keep up to date with emails, CCONs, manual updates as this is a requirement that must be met before briefings and to allow for delays (compromise to account for the current roster building to approx. 125hrs in our current EBA that allows for all of this - something a lot of crew do not realise)
- some form of trip-swapping/ dumping (this would be win/win as it would have a positive affect on sick leave by reducing days taken for personal commitments when bids fail and reduce the labour hours required by CCDMs to 'manage' crew with high SL. It's time to start using a tried and tested system of trip-swapping that has worked for other airlines.)
- reduce number of CCDMs and utilise cabin crew for majority of admin tasks - as they are currently doing. The majority of crew are self-managed and most crew wouldn't rate the performance of their CCDM very highly. If the company doesn't believe this, then give cabin crew an engagement survey in the form of anonymous upward feedback to rate the performance of their CCDM (compromise, shows the company is serious about cutting costs by removing redundant positions and also allows crew to work with the company by assisting with administration tasks or allows crew on work cover/ close to maternity leave to continue working. Maybe a system for crew to pick up a few extra hours a month to earn more money could work? Lower CCDM:Crew ratios work in other airlines, why does Virgin Blue have to be different?)
- the development of a system that allows the tracking of supp payments. Currently, crew are not receiving their minimum entitlement of a 20min uninterrupted break and are also NOT receiving the penalty payment when this happens. This means lost earnings for crew and an inaccurate wage expense for the company. It is about time this issue was addressed to ensure cabin crew are receiving their minimum entitlements when at work (win for cabin crew).
- a salary adjustment to at least cover inflationary increases (fair adjustment).
- removal of crew meals and a small meal allowance of $5 per meal window or some other form of provisions as there is currently a lot of wastage (win/win).
- removal of 2nd sector after BOC flights written into the EBA or a provision that ensures crew can access hotel rest before driving home or are allowed a cab voucher without being bullied by their CCDM (win for safety).
- an adjusted pay scale based partly on flying hours that means those with higher rostered duty hours are paid more than those with lower duty hours as currently, there is a significant difference amongst crew and their rostered duty hours. Some crew consistently being rostered 100hrs per month while others are being rostered 130hrs a month. It's not fair that both crew are paid the same while the former has the added opportunity to earn more on AVL days (win for the company and a win for crew with rosters at the higher end!).
- provision for dual-trained crew to get some sort of extra payment as they are required to maintain knowledge of two A/C types and more manuals than crew trained on a single A/C.
- increased transparency regarding leave slots. Currently there are not enough leave slots for each crew member to take their 6wks per year. This needs to be addressed and someone needs to be answerable when we can't get leave.
- reduced notice to take leave. The current requirement to provide 5-6wks notice to request leave is ridiculous and needs to be changed. Trip swapping may reduce this requirement but something needs to be done to reduce the requirement to 2-3 weeks so that crew can manage their leave and health better.
Bargaining is about compromise and we need to look at positive changes that meet the needs of both the company and cabin crew. Interest rates have increased which proves the Australian economy is still spending so the affect of the GEC is lessening.
A few things I would like to see:
- 132h per 28 days with 6 week roster visibility as a minimum, preferably 8 weeks (compromise to get us onto 28 day rosters)
- lose 15 minutes overtime from 9h to 9.25h (compromise as we're meeting in the middle)
- buffer around maximum rostered hours to acknowledge time used to keep up to date with emails, CCONs, manual updates as this is a requirement that must be met before briefings and to allow for delays (compromise to account for the current roster building to approx. 125hrs in our current EBA that allows for all of this - something a lot of crew do not realise)
- some form of trip-swapping/ dumping (this would be win/win as it would have a positive affect on sick leave by reducing days taken for personal commitments when bids fail and reduce the labour hours required by CCDMs to 'manage' crew with high SL. It's time to start using a tried and tested system of trip-swapping that has worked for other airlines.)
- reduce number of CCDMs and utilise cabin crew for majority of admin tasks - as they are currently doing. The majority of crew are self-managed and most crew wouldn't rate the performance of their CCDM very highly. If the company doesn't believe this, then give cabin crew an engagement survey in the form of anonymous upward feedback to rate the performance of their CCDM (compromise, shows the company is serious about cutting costs by removing redundant positions and also allows crew to work with the company by assisting with administration tasks or allows crew on work cover/ close to maternity leave to continue working. Maybe a system for crew to pick up a few extra hours a month to earn more money could work? Lower CCDM:Crew ratios work in other airlines, why does Virgin Blue have to be different?)
- the development of a system that allows the tracking of supp payments. Currently, crew are not receiving their minimum entitlement of a 20min uninterrupted break and are also NOT receiving the penalty payment when this happens. This means lost earnings for crew and an inaccurate wage expense for the company. It is about time this issue was addressed to ensure cabin crew are receiving their minimum entitlements when at work (win for cabin crew).
- a salary adjustment to at least cover inflationary increases (fair adjustment).
- removal of crew meals and a small meal allowance of $5 per meal window or some other form of provisions as there is currently a lot of wastage (win/win).
- removal of 2nd sector after BOC flights written into the EBA or a provision that ensures crew can access hotel rest before driving home or are allowed a cab voucher without being bullied by their CCDM (win for safety).
- an adjusted pay scale based partly on flying hours that means those with higher rostered duty hours are paid more than those with lower duty hours as currently, there is a significant difference amongst crew and their rostered duty hours. Some crew consistently being rostered 100hrs per month while others are being rostered 130hrs a month. It's not fair that both crew are paid the same while the former has the added opportunity to earn more on AVL days (win for the company and a win for crew with rosters at the higher end!).
- provision for dual-trained crew to get some sort of extra payment as they are required to maintain knowledge of two A/C types and more manuals than crew trained on a single A/C.
- increased transparency regarding leave slots. Currently there are not enough leave slots for each crew member to take their 6wks per year. This needs to be addressed and someone needs to be answerable when we can't get leave.
- reduced notice to take leave. The current requirement to provide 5-6wks notice to request leave is ridiculous and needs to be changed. Trip swapping may reduce this requirement but something needs to be done to reduce the requirement to 2-3 weeks so that crew can manage their leave and health better.
The current leave system is diabolical. Poor bloody CSs cant get a break, yet the GFC axe still hangs over their head. Even CC cant get leave! Sure, everyone knew that they might have to work Xmas and Birthdays and School Holidays etc, but is it unreasonable to expect to get one or two annual leave applications approved per year?
Not just that, but when you do request a specific time off for a 'genuinely important' event, you are made to feel like you are asking your DM to sacrifice their first born... What a crock of ....
The company continues to demand petty concessions that will force most cabin crew BELOW the poverty line, yet insists on rewarding its 'corporate failure-golden boys' with hefty bonuses. Don't stop there, they insist on employing a bunch of unqualified, micro-managing, job-justifying, platter-eating gossips as so called 'Development Managers'.
Lordy, think of the cash they could save if they were gone. Not just wages, but the cost of providing them an 'office', all those bollocks professional development courses they seem to be at, the time wasted pursuing trivial and legally dangerous avenues in the name of justifying their own existance and the MASSIVE affect it has on crew morale.
Don't vote up ANY EBA until the DMs are gone.
2-3 BMs per port should be sufficient. If other airlines can do it better with less, why cant Virgin???
Not just that, but when you do request a specific time off for a 'genuinely important' event, you are made to feel like you are asking your DM to sacrifice their first born... What a crock of ....
The company continues to demand petty concessions that will force most cabin crew BELOW the poverty line, yet insists on rewarding its 'corporate failure-golden boys' with hefty bonuses. Don't stop there, they insist on employing a bunch of unqualified, micro-managing, job-justifying, platter-eating gossips as so called 'Development Managers'.
Lordy, think of the cash they could save if they were gone. Not just wages, but the cost of providing them an 'office', all those bollocks professional development courses they seem to be at, the time wasted pursuing trivial and legally dangerous avenues in the name of justifying their own existance and the MASSIVE affect it has on crew morale.
Don't vote up ANY EBA until the DMs are gone.
2-3 BMs per port should be sufficient. If other airlines can do it better with less, why cant Virgin???
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Virgin could do it with less but they need Hall Monitors to assign the blame to when another department gets it wrong.
The more DMs out there, the more blame can be distributed amongst crew for corporate stuff ups. Get frontline staff to give a reasonable explanation for why they didnt file the update they didnt receive and bob's your uncle, the distributor didnt get it wrong, Pubs cant be blamed for not printing enough copies - Crew felt bullied into writing an explanation or face the sack - well if crew gave an explanation then they must have something to hide, hey?
DR increased their numbers to make sure everyone knew who their manager was. Hell it had nothing to do with them making a decision or actioning anything, they were only put there to reassign blame or delay or deflect any plea for help or assistance.
Dont let the DMs effect voting on ANY EBA. I hear that in the not to distant future they might actually have to make a decision on some thing called individual flexibility employment agreements. They wont be able to hide from them, must be processed in 14 days and they have to give genuine consideration to personal needs.
The more DMs out there, the more blame can be distributed amongst crew for corporate stuff ups. Get frontline staff to give a reasonable explanation for why they didnt file the update they didnt receive and bob's your uncle, the distributor didnt get it wrong, Pubs cant be blamed for not printing enough copies - Crew felt bullied into writing an explanation or face the sack - well if crew gave an explanation then they must have something to hide, hey?
DR increased their numbers to make sure everyone knew who their manager was. Hell it had nothing to do with them making a decision or actioning anything, they were only put there to reassign blame or delay or deflect any plea for help or assistance.
Dont let the DMs effect voting on ANY EBA. I hear that in the not to distant future they might actually have to make a decision on some thing called individual flexibility employment agreements. They wont be able to hide from them, must be processed in 14 days and they have to give genuine consideration to personal needs.
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Info on IFA's here Use-of-individual-flexibility-arrangements
Interesting reading. So the way I see it anytime crewing want to do anything outside the EBA they must use one of these? Sure is going to be a lot of paperwork for someone. Oh wait thats right we have a Village full of paperpushers. Another non-operational job. I wonder what the ratio is of front line staff to behind the scenes staff. At the rate we are going we will catch up to QF soon.
Interesting reading. So the way I see it anytime crewing want to do anything outside the EBA they must use one of these? Sure is going to be a lot of paperwork for someone. Oh wait thats right we have a Village full of paperpushers. Another non-operational job. I wonder what the ratio is of front line staff to behind the scenes staff. At the rate we are going we will catch up to QF soon.
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V oz bonus?
Does anyone know of a bonus of $2500 being paid to V Australia crew? Somebody was talking about it today...the crew member said they had heard that a bonus was paid recently. They weren't sure what the bonus was for but all VB crew present weren't too pleased given our current struggle for a fair EBA given the business is arguing financial restraints...? And given we made a profit and V Australia hasn't...Be curious to know if there is any truth to the rumour.
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CBR 1 - maybe the pilots and DM's got that amount but for crew, on much lower basic, the payment was around $1200 gross.
Its disappointing to hear VB crew didn't get a bonus but don't forget that the bonus is written into our contract and our terms and conditions are inferior to VB's. Overall we are still worse off financially than VB crew.
Its disappointing to hear VB crew didn't get a bonus but don't forget that the bonus is written into our contract and our terms and conditions are inferior to VB's. Overall we are still worse off financially than VB crew.
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Apparently we have an agreement worthy of putting to vote. hmmmmm......
Both sides, vb and faaa, satisfied with their compromises... ? My ears are open but I can't say whether I'm going to like what I hear.
VB girl - I'm happy to sign off on the compromises you suggested! And perhaps some of the bonus (?) given to our fellow crew at V would be a bonus in itself?
Both sides, vb and faaa, satisfied with their compromises... ? My ears are open but I can't say whether I'm going to like what I hear.
VB girl - I'm happy to sign off on the compromises you suggested! And perhaps some of the bonus (?) given to our fellow crew at V would be a bonus in itself?
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CAO 20.16.3
No major changes as far as I can see. Perhaps what AT was talking about was proposed and somehow just fell by the wayside. Don't underestimate what clout the people over at QF have with CASA. QF was once part of the public service. I am sure there are still friends working either side. Conspiracy theory maybe but Australian Aviation is a pretty small industry.
No major changes as far as I can see. Perhaps what AT was talking about was proposed and somehow just fell by the wayside. Don't underestimate what clout the people over at QF have with CASA. QF was once part of the public service. I am sure there are still friends working either side. Conspiracy theory maybe but Australian Aviation is a pretty small industry.
So what does everyone think?
My quick calculations....
Current: 125 hrs per month = 1500hrs per year
Proposed: 135 hrs per 28 days = 1759.82 per year
= 17.32% increase in your annual hours
Current: $45047(CC2) per year
Proposed: $47831(CC5) per year
= 6.18% increase in your annual pay.
When you compare the time you spend at work to the pay you receive, the proposed EBA equates to:
11.14% PAY CUT
As for arguing that other allowances have increased, they have only increased by the bare minimum they could get away with anyway - would be getting that anyway! Besides, with DTA gone, you'll be taxed more (as it's proposed to form part of your base wage).
Why is this greedy management still carrying on like this? It can't be that bad if Andrew David is off buying aircraft!? The company looks set to upgrade profit forcasts, and is riding on the wave of the rising australian dollar.
Not only this, but you are cutting the wages of those who may follow in your footsteps - wham - all of a sudden you are too expensive - and with the company's 'magical' performance management system, one day you're a favourite, the next your being hunted by a bunch of unqualified smiling assasins - almost everyone knows someone who's had this happen to them!
My quick calculations....
Current: 125 hrs per month = 1500hrs per year
Proposed: 135 hrs per 28 days = 1759.82 per year
= 17.32% increase in your annual hours
Current: $45047(CC2) per year
Proposed: $47831(CC5) per year
= 6.18% increase in your annual pay.
When you compare the time you spend at work to the pay you receive, the proposed EBA equates to:
11.14% PAY CUT
As for arguing that other allowances have increased, they have only increased by the bare minimum they could get away with anyway - would be getting that anyway! Besides, with DTA gone, you'll be taxed more (as it's proposed to form part of your base wage).
Why is this greedy management still carrying on like this? It can't be that bad if Andrew David is off buying aircraft!? The company looks set to upgrade profit forcasts, and is riding on the wave of the rising australian dollar.
Not only this, but you are cutting the wages of those who may follow in your footsteps - wham - all of a sudden you are too expensive - and with the company's 'magical' performance management system, one day you're a favourite, the next your being hunted by a bunch of unqualified smiling assasins - almost everyone knows someone who's had this happen to them!
