British Airways - CC Industrial Relations Mk VI
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Now Eddy, why would you have to be "dragged" back here? 
To say the present situation is unfortunate is an understatement in the extreme. BA's existence is on the line, as is the job safety of many flight crew.
I have my own opinions regarding what actions were taken that forced this result, but have never felt that engagement with those who had other opinions was anything more than a positive.
As simply a stockholder and SLF please understand that, other than the few extremists, most individuals here empathize with the horrific (and that's not an understatement) situation many BA Cabin Crew find themselves in.
Personally, I find this to be the only forum where I'm able to receive both sides, and those in the middle.
I've agreed and disagreed with some of your posts, as I'm sure other members have the same opinion of mine. The key issue being that the exchange is valuable at this time.
We are getting ready to enter the hardball portion of this adventure, where the big boys play, and all reasoned observations are of value.
Right now I'm simply wishing the best for those who are at risk on a personal level. Tis not an easy evening for BA cabin crew.
To say the present situation is unfortunate is an understatement in the extreme. BA's existence is on the line, as is the job safety of many flight crew.
I have my own opinions regarding what actions were taken that forced this result, but have never felt that engagement with those who had other opinions was anything more than a positive.
As simply a stockholder and SLF please understand that, other than the few extremists, most individuals here empathize with the horrific (and that's not an understatement) situation many BA Cabin Crew find themselves in.
Personally, I find this to be the only forum where I'm able to receive both sides, and those in the middle.
I've agreed and disagreed with some of your posts, as I'm sure other members have the same opinion of mine. The key issue being that the exchange is valuable at this time.
We are getting ready to enter the hardball portion of this adventure, where the big boys play, and all reasoned observations are of value.
Right now I'm simply wishing the best for those who are at risk on a personal level. Tis not an easy evening for BA cabin crew.
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Eddy
Thank you for your reply and you have my deepest respect for your viewpoint and proposed actions and what you have said about non-striking colleagues in preceeding posts although I disagree entirely with your opinion .
Given the circumstances I can only hope for a denouement with the least pain possible, although that must include the elimination of current BASSA leadership to prevent replay in 24 months
Best Wishes
DA
Thank you for your reply and you have my deepest respect for your viewpoint and proposed actions and what you have said about non-striking colleagues in preceeding posts although I disagree entirely with your opinion .
Given the circumstances I can only hope for a denouement with the least pain possible, although that must include the elimination of current BASSA leadership to prevent replay in 24 months
Best Wishes
DA
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TTB
Because willie Walsh has said that the cost of the strike will come of IFCE budget.Therefore, the savings will have to increase so something else will have to now give.That is something that was not part of the original proposal in June.Had this been sorted out then we would all have been a lot better off.
Because willie Walsh has said that the cost of the strike will come of IFCE budget.Therefore, the savings will have to increase so something else will have to now give.That is something that was not part of the original proposal in June.Had this been sorted out then we would all have been a lot better off.
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Final Offer 19th March
Not so reduced from the previous offer....
Offer will be withdrawn the moment a strike starts.
The Way Forward – British Airways formal offer to Unite
This formal offer is made by British Airways in a genuine attempt to resolve
the dispute in the best interests of our customers and our cabin crew.
The airline needs to make permanent structural change to its cost base to
ensure its long-term survival. Both parties acknowledge that the company will
only be able to afford this agreement if there is a stable industrial environment,
without any further revenue loss or reputational damage as a result of
industrial unrest.
In doing so, the airline continues to recognise the professionalism and skill of
its cabin crew.
Complements
The company will re-introduce a level of complement equivalent to a total of
184 full time crew into Eurofleet and Worldwide, the distribution of which will
be determined by the company. Any new recruitment to facilitate
complement changes will be into a new fleet.
The level of flying remaining in Worldwide and Eurofleet will be determined by
the number of flights which can be covered with existing crew and
complement levels.
To enable the re-introduction of complements, further savings have been
jointly identified;
- Removal of early day report rule from Worldwide
- Removal of telephone allowance from Worldwide and Eurofleet
- Removal of language allowance from all fleets
- Non flying variable pay maintained at current levels, reviewed Feb 2011
- Crew meals aligned to world traveller specification
- Overseas meal allowances maintained at current levels, reviewed Feb 2011
Complements remain non-contractual.
Final version
19/03/2010
1
Pay
Increments
Incremental pay rises will continue to be applied.
Basic pay
The company has offered a four year pay deal, effective from 1/2/2010 as
follows:
• Year one 2010/11 current pay scales will be maintained
• Year two 2011/12 the company will increase base pay based on
December 2010 RPI and capped at 3%
• Year three 2012/13 the company will increase base pay based on
December 2011 RPI and capped at 3%
• Year four 2013/14 the company will increase base pay based on
December 2012 RPI and capped at 4%
New Fleet
There will be a separate mixed flying fleet for new crew, with separate terms
and conditions and bargaining rights. There will be a separate negotiating body
for new fleet, which will not discuss the terms and conditions of current crew.
Assurances for current crew
Crew on existing fleets will have the following protections;
• Terms and conditions for current crew - A fundamental principle of this
offer is that crew will have a firm commitment from British Airways in
respect to their terms of employment. Current crew can feel assured that
their existing contractual terms will be maintained for the future unless
amended through the agreed NSP negotiating procedures.
• Part-time - The company will continue to honour commitments to make
part-time offers to all crew on existing lists by March 2011. The offer will
be on existing fleets, terms and conditions. Future opportunities will
continue to be available.
• Access to route network - It is the company’s intention to ensure a fair and
transparent distribution of routes to all fleets, based on commercial need,
which will be discussed with Unite. The distribution will be reviewed at the
end of each season and will be considered as part of the broader TUC
review process after twelve months.
Final version
19/03/2010
2
• Monthly travel payment – To provide increased security of earnings, both
parties have agreed to negotiate and introduce a monthly travel payment
that consolidates existing variable allowances for Heathrow fleets. The
payment will be based on the average of the current cost of variable pay,
as per items described in appendix A. The company will adjust the monthly
travel payment each year, in line with base pay. (See appendix A for
further information).
• Access to aircraft type - It is the company’s intention to deploy new
aircraft based on commercial need across existing and new fleets. New
aircraft will be introduced on a fair and transparent basis across all the
company’s fleets. Existing crew terms, conditions and fleet agreements will
apply when new aircraft are operated on existing fleets. As new aircraft are
introduced across all of the company’s fleets, crew will be trained in order
to receive the necessary licenses as required by regulation.
• Career structure and opportunities for current crew - The career structure
for current crew within current fleets will continue on the basis of existing
practice, unless amended through the agreed NSP negotiating procedures.
The company confirm that where there are opportunities available, existing
crew will be promoted on existing terms and conditions on current fleets.
• Honouring current and future agreements – Both parties acknowledge the
importance of honouring agreements and are committed to working
together to create a climate of effective industrial relations. The best way
of guaranteeing this is through the successful completion of the industrial
relations review, which will include the appropriate application of cabin
crew agreements.
• Ability to transfer fleet/base on current terms and conditions - As with the
current process, there is no guarantee of achieving a transfer. However,
the company has committed to continue with the current practice of
transfers at Heathrow between Eurofleet and Worldwide, and to find a
mechanism to aid limited transfers from Gatwick under current terms and
conditions.
All current crew will have the opportunity to apply for all roles on the new
fleet if they choose. This will provide promotion opportunities for many
current crew. All crew joining the new fleet will have separate terms and
conditions. The company is prepared to recognise Unite for the purposes of
bargaining in the new fleet.
Final version
19/03/2010
3
Opportunities for Gatwick crew
It is accepted that restrictions within the Gatwick Fleet memorandum of
agreement limit the long haul route network. It is agreed that discussions will
be held with a view to removing these restrictions to provide the best
opportunities for growth in the long haul network at Gatwick, for the benefit
of the business and our people.
Disruption agreement
In order to minimise the impact of disruption to our customers and our crew,
the following points will remain, or be incorporated into the Disruption
Agreement
• The definition of disruption remains unchanged
• The double night will be removed for Worldwide diverted inbound
services to anywhere in the UK and Europe, and a minimum of 15 hours
off-duty will be achieved if the aircraft is unable to continue to its
original destination
• When disruption takes place the IFCE management team will advise
Duty representatives and crew colleagues when and how the disruption
agreement has been applied. A review will take place of any disruption
at the next joint meeting
Working together
The parties are committed to beginning the process of restoring and
improving relationships at all levels. With this in mind, it is important that there
is no victimisation arising from the dispute and both parties will work to ensure
that any issues are settled in a mature and professional way. Where there are
disciplinary or grievance cases, the intention is that these will be resolved
quickly. Where behaviour is found to be serious, any resulting action will be
measured and proportionate.
For the benefit of our crew, customers and business and in support of our
objective of making IFCE a great place to work, the company is keen to
develop a positive working relationship with the trade union to enable
effective industrial relations. The delivery of this agreement is dependent on a
radical change to our working relationships. In order to achieve the necessary
change a third party organisation will be engaged to support a fundamental
review of the company and cabin crew trade union relationships.
Final version
19/03/2010
4
Both parties recognise the assistance the TUC has given in securing this
agreement. The application of this agreement will be reviewed with the TUC,
twelve months from the date the agreement is signed.
Future IR framework
It is acknowledged that the existing arrangements for industrial relations for
cabin crew need to be reviewed and made fit for purpose, for both the
company and the union in the 21st century.
The union will re-engage with the existing facilities agreement. Negotiations
will take place between the company and the union nationally, with a view to
reaching a mutually agreeable framework within 12 weeks of completing this
agreement. The union have noted the company’s intent as outlined in the
covering letter attached to this agreement.
The company proposes the introduction of a broader business consultative
approach across British Airways, to engage our representatives and our
managers in a wider debate about our business performance and needs of our
customers. An example of items for discussion at the forum is the allocation
of routes. Prior to the start of each season the company will discuss the
allocation of routes with Unite.
Both parties are firmly committed to the effective application of company
procedures, which are currently the subject of negotiations in the Employment
Policy Committee and BA Forum.
Policy
Changes to corporate policies that apply to all colleagues across the company
and covered at the BA Forum and EPC have been subject to discussion. It is
the intention to conclude these discussions within one month of completing
this offer.
This offer maintains the contractual rights of cabin crew at their current level.
The offer does not reduce or extend them from where they are today.
Final version
19/03/2010
5
Appendix A – Fixed monthly travel payment
Worldwide
The fixed monthly travel payment will consolidate the following allowances;
• Long range premiums (LRP)/box payment
• Back to back payment (B2B)
• Destination payment (DES)
• Excess time premium (ETP)
Eurofleet
• Long day payments (LDP)
• Excess time premium (ETP)
• Base early report payment (BER)
The following categories of allowance are not included within scope of the
fixed monthly travel payment:
• Meal Allowances
• Daily Overseas Allowance (DOA)
• Nightly Incidental Allowance (NIA)
• Time Away Allowance (TAA)
• Line Trainer Payments
• Grounded Maternity Payments
• Rest Day Working
• Willing to Work
• Exceptional Payments from WW Disruption Agreement (One-Down
and Zone Closure)
Final version
19/03/2010
6
Offer will be withdrawn the moment a strike starts.
The Way Forward – British Airways formal offer to Unite
This formal offer is made by British Airways in a genuine attempt to resolve
the dispute in the best interests of our customers and our cabin crew.
The airline needs to make permanent structural change to its cost base to
ensure its long-term survival. Both parties acknowledge that the company will
only be able to afford this agreement if there is a stable industrial environment,
without any further revenue loss or reputational damage as a result of
industrial unrest.
In doing so, the airline continues to recognise the professionalism and skill of
its cabin crew.
Complements
The company will re-introduce a level of complement equivalent to a total of
184 full time crew into Eurofleet and Worldwide, the distribution of which will
be determined by the company. Any new recruitment to facilitate
complement changes will be into a new fleet.
The level of flying remaining in Worldwide and Eurofleet will be determined by
the number of flights which can be covered with existing crew and
complement levels.
To enable the re-introduction of complements, further savings have been
jointly identified;
- Removal of early day report rule from Worldwide
- Removal of telephone allowance from Worldwide and Eurofleet
- Removal of language allowance from all fleets
- Non flying variable pay maintained at current levels, reviewed Feb 2011
- Crew meals aligned to world traveller specification
- Overseas meal allowances maintained at current levels, reviewed Feb 2011
Complements remain non-contractual.
Final version
19/03/2010
1
Pay
Increments
Incremental pay rises will continue to be applied.
Basic pay
The company has offered a four year pay deal, effective from 1/2/2010 as
follows:
• Year one 2010/11 current pay scales will be maintained
• Year two 2011/12 the company will increase base pay based on
December 2010 RPI and capped at 3%
• Year three 2012/13 the company will increase base pay based on
December 2011 RPI and capped at 3%
• Year four 2013/14 the company will increase base pay based on
December 2012 RPI and capped at 4%
New Fleet
There will be a separate mixed flying fleet for new crew, with separate terms
and conditions and bargaining rights. There will be a separate negotiating body
for new fleet, which will not discuss the terms and conditions of current crew.
Assurances for current crew
Crew on existing fleets will have the following protections;
• Terms and conditions for current crew - A fundamental principle of this
offer is that crew will have a firm commitment from British Airways in
respect to their terms of employment. Current crew can feel assured that
their existing contractual terms will be maintained for the future unless
amended through the agreed NSP negotiating procedures.
• Part-time - The company will continue to honour commitments to make
part-time offers to all crew on existing lists by March 2011. The offer will
be on existing fleets, terms and conditions. Future opportunities will
continue to be available.
• Access to route network - It is the company’s intention to ensure a fair and
transparent distribution of routes to all fleets, based on commercial need,
which will be discussed with Unite. The distribution will be reviewed at the
end of each season and will be considered as part of the broader TUC
review process after twelve months.
Final version
19/03/2010
2
• Monthly travel payment – To provide increased security of earnings, both
parties have agreed to negotiate and introduce a monthly travel payment
that consolidates existing variable allowances for Heathrow fleets. The
payment will be based on the average of the current cost of variable pay,
as per items described in appendix A. The company will adjust the monthly
travel payment each year, in line with base pay. (See appendix A for
further information).
• Access to aircraft type - It is the company’s intention to deploy new
aircraft based on commercial need across existing and new fleets. New
aircraft will be introduced on a fair and transparent basis across all the
company’s fleets. Existing crew terms, conditions and fleet agreements will
apply when new aircraft are operated on existing fleets. As new aircraft are
introduced across all of the company’s fleets, crew will be trained in order
to receive the necessary licenses as required by regulation.
• Career structure and opportunities for current crew - The career structure
for current crew within current fleets will continue on the basis of existing
practice, unless amended through the agreed NSP negotiating procedures.
The company confirm that where there are opportunities available, existing
crew will be promoted on existing terms and conditions on current fleets.
• Honouring current and future agreements – Both parties acknowledge the
importance of honouring agreements and are committed to working
together to create a climate of effective industrial relations. The best way
of guaranteeing this is through the successful completion of the industrial
relations review, which will include the appropriate application of cabin
crew agreements.
• Ability to transfer fleet/base on current terms and conditions - As with the
current process, there is no guarantee of achieving a transfer. However,
the company has committed to continue with the current practice of
transfers at Heathrow between Eurofleet and Worldwide, and to find a
mechanism to aid limited transfers from Gatwick under current terms and
conditions.
All current crew will have the opportunity to apply for all roles on the new
fleet if they choose. This will provide promotion opportunities for many
current crew. All crew joining the new fleet will have separate terms and
conditions. The company is prepared to recognise Unite for the purposes of
bargaining in the new fleet.
Final version
19/03/2010
3
Opportunities for Gatwick crew
It is accepted that restrictions within the Gatwick Fleet memorandum of
agreement limit the long haul route network. It is agreed that discussions will
be held with a view to removing these restrictions to provide the best
opportunities for growth in the long haul network at Gatwick, for the benefit
of the business and our people.
Disruption agreement
In order to minimise the impact of disruption to our customers and our crew,
the following points will remain, or be incorporated into the Disruption
Agreement
• The definition of disruption remains unchanged
• The double night will be removed for Worldwide diverted inbound
services to anywhere in the UK and Europe, and a minimum of 15 hours
off-duty will be achieved if the aircraft is unable to continue to its
original destination
• When disruption takes place the IFCE management team will advise
Duty representatives and crew colleagues when and how the disruption
agreement has been applied. A review will take place of any disruption
at the next joint meeting
Working together
The parties are committed to beginning the process of restoring and
improving relationships at all levels. With this in mind, it is important that there
is no victimisation arising from the dispute and both parties will work to ensure
that any issues are settled in a mature and professional way. Where there are
disciplinary or grievance cases, the intention is that these will be resolved
quickly. Where behaviour is found to be serious, any resulting action will be
measured and proportionate.
For the benefit of our crew, customers and business and in support of our
objective of making IFCE a great place to work, the company is keen to
develop a positive working relationship with the trade union to enable
effective industrial relations. The delivery of this agreement is dependent on a
radical change to our working relationships. In order to achieve the necessary
change a third party organisation will be engaged to support a fundamental
review of the company and cabin crew trade union relationships.
Final version
19/03/2010
4
Both parties recognise the assistance the TUC has given in securing this
agreement. The application of this agreement will be reviewed with the TUC,
twelve months from the date the agreement is signed.
Future IR framework
It is acknowledged that the existing arrangements for industrial relations for
cabin crew need to be reviewed and made fit for purpose, for both the
company and the union in the 21st century.
The union will re-engage with the existing facilities agreement. Negotiations
will take place between the company and the union nationally, with a view to
reaching a mutually agreeable framework within 12 weeks of completing this
agreement. The union have noted the company’s intent as outlined in the
covering letter attached to this agreement.
The company proposes the introduction of a broader business consultative
approach across British Airways, to engage our representatives and our
managers in a wider debate about our business performance and needs of our
customers. An example of items for discussion at the forum is the allocation
of routes. Prior to the start of each season the company will discuss the
allocation of routes with Unite.
Both parties are firmly committed to the effective application of company
procedures, which are currently the subject of negotiations in the Employment
Policy Committee and BA Forum.
Policy
Changes to corporate policies that apply to all colleagues across the company
and covered at the BA Forum and EPC have been subject to discussion. It is
the intention to conclude these discussions within one month of completing
this offer.
This offer maintains the contractual rights of cabin crew at their current level.
The offer does not reduce or extend them from where they are today.
Final version
19/03/2010
5
Appendix A – Fixed monthly travel payment
Worldwide
The fixed monthly travel payment will consolidate the following allowances;
• Long range premiums (LRP)/box payment
• Back to back payment (B2B)
• Destination payment (DES)
• Excess time premium (ETP)
Eurofleet
• Long day payments (LDP)
• Excess time premium (ETP)
• Base early report payment (BER)
The following categories of allowance are not included within scope of the
fixed monthly travel payment:
• Meal Allowances
• Daily Overseas Allowance (DOA)
• Nightly Incidental Allowance (NIA)
• Time Away Allowance (TAA)
• Line Trainer Payments
• Grounded Maternity Payments
• Rest Day Working
• Willing to Work
• Exceptional Payments from WW Disruption Agreement (One-Down
and Zone Closure)
Final version
19/03/2010
6
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2 problems for Unite
Now we'll see just how concerned unite is about it's members.
In the fimal proposal you may have noticed that there is no longer the offer of giving exclusive bargaining/negotiating (sorry can't recall the exact wording) for unite for New Fleet. Mention is now only made of a seperate negotiating "body".
And in the covering letter, mention is made of BAs desire to renegotiate the industrial relations framework. The letter goes on to say that if agreement isn't reached on a new framework by 18 June 2010, then the company will serve notice on the current facilities agreement.
Not sure if "facilities agreement" refers to actual office space (I think BA pays the rent?) or does it mean the overall recognition of unite?
So, will unite be fighting for it's members, or for itself?
In the fimal proposal you may have noticed that there is no longer the offer of giving exclusive bargaining/negotiating (sorry can't recall the exact wording) for unite for New Fleet. Mention is now only made of a seperate negotiating "body".
And in the covering letter, mention is made of BAs desire to renegotiate the industrial relations framework. The letter goes on to say that if agreement isn't reached on a new framework by 18 June 2010, then the company will serve notice on the current facilities agreement.
Not sure if "facilities agreement" refers to actual office space (I think BA pays the rent?) or does it mean the overall recognition of unite?
So, will unite be fighting for it's members, or for itself?
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Sunshine Express
I agree, can't see much change at all actually.
I think the pay rise cap may down slightly + TorC's observations, but I think, that's about it.
Anyone else see anything?
I think the pay rise cap may down slightly + TorC's observations, but I think, that's about it.
Anyone else see anything?
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US Airways Pilots Lend Support to British Airways’ Cabin Crews on Eve of Planned Strike
CHARLOTTE, N.C. - March 19, 2010 -The US Airline Pilots Association (USAPA), representing the pilots of US Airways, today announced support for British Airways’ cabin crews’ planned three-day strike to commence this weekend. The British Airways crews, represented by Unite, the largest union in Britain, have announced plans to strike after negotiations with British Airways fell apart again last week.
British Airways has proposed to significantly change cabin crews’ contractual terms and conditions, cut jobs, implement a two-year wage freeze and introduce a second-tier workforce with lower pay and working conditions. In response, Len McCluskey, Unite’s assistant general secretary, stated that, “… BA cabin crew have not been blind to the economic realities of the airline’s position. They offered the company a package of savings which would have more than met their requirements - an extraordinary £60m worth of concessions.” British Airways has rejected this offer.
In its Workplace Reporter newsletter, Unite said, “the new contractual changes are an attempt to force staff to pay the price for management failings with the company wringing more and more out of fewer and fewer staff who will be paid less. Working hours will be extended, crew levels will be slashed, career opportunities will disappear and new starters will be brought in on bargain basement wages.”
“US Airways pilots know exactly how it feels to pay the price for management failings, working for a management group more interested in rewarding sub-par performance at the top, rather than recognizing dedicated work by those on the line,” said USAPA President Mike Cleary. “We therefore empathize with the Unite members who are fighting this same issue at British Airways.”
According to British newspaper The Guardian, British Airways is training inexperienced staff to act as cabin crew within three weeks and has stated that this “temporary crew will give passengers a ’simple’ in-flight experience.”
“Clearly, if by BA’s own admission passengers will receive sub-standard service, it means the strike breakers they are rushing through training are not receiving the rigorous training the traveling public expects professional cabin crews to receive,” added Cleary.
The Teamsters have also leant their support to the British Airways cabin crews. In a statement, Teamsters officials stated, “We stand in solidarity with our brothers and sisters at Unite who are fighting for a fair contract at British Airways. The Teamsters are an active member of the International Transport Workers Federation. ITF affiliates around the world are mobilizing to support British Airways workers in their fight for passenger safety and worker respect.”
“US Airways pilots are in complete agreement that the time is now to draw a line in the sand with regard to passenger safety and worker respect,” said Cleary. “For too long the world’s carriers have participated in a race to the bottom, demanding longer days and contract concessions from already-strained crews, while they continue to find the money for obscene management bonuses. The public is finally becoming aware of the direct relationship between overworked crews and safety.”
Headquartered in Charlotte, N.C., the US Airline Pilots Association (USAPA) represents more than 5,000 US Airways pilots in five domiciles across the United States. Visit the USAPA Web site at USAPA.
CHARLOTTE, N.C. - March 19, 2010 -The US Airline Pilots Association (USAPA), representing the pilots of US Airways, today announced support for British Airways’ cabin crews’ planned three-day strike to commence this weekend. The British Airways crews, represented by Unite, the largest union in Britain, have announced plans to strike after negotiations with British Airways fell apart again last week.
British Airways has proposed to significantly change cabin crews’ contractual terms and conditions, cut jobs, implement a two-year wage freeze and introduce a second-tier workforce with lower pay and working conditions. In response, Len McCluskey, Unite’s assistant general secretary, stated that, “… BA cabin crew have not been blind to the economic realities of the airline’s position. They offered the company a package of savings which would have more than met their requirements - an extraordinary £60m worth of concessions.” British Airways has rejected this offer.
In its Workplace Reporter newsletter, Unite said, “the new contractual changes are an attempt to force staff to pay the price for management failings with the company wringing more and more out of fewer and fewer staff who will be paid less. Working hours will be extended, crew levels will be slashed, career opportunities will disappear and new starters will be brought in on bargain basement wages.”
“US Airways pilots know exactly how it feels to pay the price for management failings, working for a management group more interested in rewarding sub-par performance at the top, rather than recognizing dedicated work by those on the line,” said USAPA President Mike Cleary. “We therefore empathize with the Unite members who are fighting this same issue at British Airways.”
According to British newspaper The Guardian, British Airways is training inexperienced staff to act as cabin crew within three weeks and has stated that this “temporary crew will give passengers a ’simple’ in-flight experience.”
“Clearly, if by BA’s own admission passengers will receive sub-standard service, it means the strike breakers they are rushing through training are not receiving the rigorous training the traveling public expects professional cabin crews to receive,” added Cleary.
The Teamsters have also leant their support to the British Airways cabin crews. In a statement, Teamsters officials stated, “We stand in solidarity with our brothers and sisters at Unite who are fighting for a fair contract at British Airways. The Teamsters are an active member of the International Transport Workers Federation. ITF affiliates around the world are mobilizing to support British Airways workers in their fight for passenger safety and worker respect.”
“US Airways pilots are in complete agreement that the time is now to draw a line in the sand with regard to passenger safety and worker respect,” said Cleary. “For too long the world’s carriers have participated in a race to the bottom, demanding longer days and contract concessions from already-strained crews, while they continue to find the money for obscene management bonuses. The public is finally becoming aware of the direct relationship between overworked crews and safety.”
Headquartered in Charlotte, N.C., the US Airline Pilots Association (USAPA) represents more than 5,000 US Airways pilots in five domiciles across the United States. Visit the USAPA Web site at USAPA.
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unacceptablel
litebulbs
see attached for BASSA`s reply their reply in black
http://uniteba.com/ESW/Files/BA_offer.pdf
see attached for BASSA`s reply their reply in black
http://uniteba.com/ESW/Files/BA_offer.pdf
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"facilities agreement"
some clarification to my above post:
BA 'declares war' on union after talks fail | Business | The Guardian
BA 'declares war' on union after talks fail | Business | The Guardian
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Originally Posted by AlpineSkiier
Why would you need your reps help to accept it ?
Originally Posted by Litebulbs
Do you have any idea what part was unacceptable to Unite?
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Picket Points
The "top secret" picket points have now been revealed to all.
Roundabout 3044/southern perimeter road
2 points on the A4 Bath Road
Hatton Cross and Southern Perimeter Road
Southern Perimeter Road by the entrance to the exec jet area
Guessing some crew will not be happy
Roundabout 3044/southern perimeter road
2 points on the A4 Bath Road
Hatton Cross and Southern Perimeter Road
Southern Perimeter Road by the entrance to the exec jet area
Guessing some crew will not be happy
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I believe the difference between the two offers was the pay rise capped to 3% not 4% which would be irrelevant if RPI stays below 3% and removal of the bonus on basic pay.
Also a bit which Unite would hate is the removal of the bargining rights or representation of NF.
The first part goes some way towards regaining some of the costs the strike would cause and the second to reducing the influence of Unite.
Eddy thankyou for your posts and as a matter of interest are you now rethinking your decision to strike tomorrow.
I must confess that I was surprised that, yet again, this offer was so reasonable and should not impact crew wage packets that much unless inflation goes through the roof.
Edited to add I have noticed no pickets planned for LGW. I guess that tells us something.
Also a bit which Unite would hate is the removal of the bargining rights or representation of NF.
The first part goes some way towards regaining some of the costs the strike would cause and the second to reducing the influence of Unite.
Eddy thankyou for your posts and as a matter of interest are you now rethinking your decision to strike tomorrow.
I must confess that I was surprised that, yet again, this offer was so reasonable and should not impact crew wage packets that much unless inflation goes through the roof.
Edited to add I have noticed no pickets planned for LGW. I guess that tells us something.
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Originally Posted by anything
Eddy thankyou for your posts and as a matter of interest are you now rethinking your decision to strike tomorrow.
Cleverly disguised as a responsible adult
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Edited to add I have noticed no pickets planned for LGW. I guess that tells us something.
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Is it possible that we refrain from demanding those BASSA members that visit the board deliver specific messages to their leadership and can we simply exchange views and ideas?
Tis no more reasonable to demand actions or communications from a BASSA member than it is to demand actions or communications from BA stockholders that participate in the board's exchange.
Very few of us are in a position greater than simply watching, accessing what is being said, and making our own personal decisions based upon information received.
When Cabin Crew are declining to identify themselves in news interviews, when a new group of Cabin Crew are working to create a vision of progressive representation and rightfully not ready to give names, I have no wish for one individual to climb on a cross in this situation.
Tis no more reasonable to demand actions or communications from a BASSA member than it is to demand actions or communications from BA stockholders that participate in the board's exchange.
Very few of us are in a position greater than simply watching, accessing what is being said, and making our own personal decisions based upon information received.
When Cabin Crew are declining to identify themselves in news interviews, when a new group of Cabin Crew are working to create a vision of progressive representation and rightfully not ready to give names, I have no wish for one individual to climb on a cross in this situation.
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Good luck to the CC.
I accept that no longer being part of BA, I don't know all the details of this one. There's been the usual politicking from both sides, the usual crass emotional references to the cost to individual customers - (well what's a strike FOR for God's sake) - it's to pressurise the management. Of COURSE it will affect whatever sort of customer the business has, and that is the whole point.
It's deeply patronising to continually assert that the CC have been led astray by the union - do we really believe they're all stupid? The pilots saw exactly the same sort of future job threat approaching via Open Skies, strenuously objected, threatened to strike, said they would strike, and were forced to back down.
Maybe the same will happen to the CC, and maybe not.
I do believe it's in everyone's interests to accept cuts in pay when the company is heading down the toilet, but equally, given the ratio of managers and back room staff to front line staff, I think the CC have a point.
More significantly than that, I do know that if I ever shook hands with a BA manager, I would count my fingers afterwards - the devil is in the future, as well as the detail.
Good luck people; I admit to disliking the Walsh style immensely, "A reasonable man gets nowhere in negotiations" - could just be his staff have learned from him.
It's deeply patronising to continually assert that the CC have been led astray by the union - do we really believe they're all stupid? The pilots saw exactly the same sort of future job threat approaching via Open Skies, strenuously objected, threatened to strike, said they would strike, and were forced to back down.
Maybe the same will happen to the CC, and maybe not.
I do believe it's in everyone's interests to accept cuts in pay when the company is heading down the toilet, but equally, given the ratio of managers and back room staff to front line staff, I think the CC have a point.
More significantly than that, I do know that if I ever shook hands with a BA manager, I would count my fingers afterwards - the devil is in the future, as well as the detail.
Good luck people; I admit to disliking the Walsh style immensely, "A reasonable man gets nowhere in negotiations" - could just be his staff have learned from him.