British Airways - CC Industrial Relations Mk VI
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BlueUpGood
The BA209 and BA269 had been scheduled to depart with cargo only so as to bring the returning passengers home. However they've been opened up for sale as the cabin crew have all turned up.
I'm not sure how many people will book at such short notice, particularly as the 209 departs within two hours
Dave
The BA209 and BA269 had been scheduled to depart with cargo only so as to bring the returning passengers home. However they've been opened up for sale as the cabin crew have all turned up.
I'm not sure how many people will book at such short notice, particularly as the 209 departs within two hours
Dave
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"fire & brimstone"
I had a chat with the people on that picket line near the police station on my way into work, and they came across as genuinely concerned, but friendly even when I told them I disagreed with them.
I think they have been led very poorly, but the only way the company will recover for this dispute is to bring these people back into the fold.
I think they have been led very poorly, but the only way the company will recover for this dispute is to bring these people back into the fold.
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i wonder if WW will carry out his promise of removing staff travel from the crew who went on strike.
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Originally Posted by Nut Job
The only thing that surprises me about that is that the attendance percentage is higher on LH than SH. I honestly felt that SH were far less militant / bothered.
So while they might be accounted for in this figure, when adjusted for these reasons, the figure might not be nearly as low ?
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BASSA Rhetoric
I know this forum has mainly pro BA as opposed to pro BASSA contibutors, but can anyone from the union explain to me how the 'hidden' CSD on TV who reckons he will lose "40%" of his income if BA 'wins' this battle gets to this conclusion; and also all this rhetoric on TV from crew who say the company is 'bullying' them, exactly how they are being bullied?
Surely all BA are doing, by emailing, or writing to crew is to point out what could happen to them if they do strike, and the consequenses to the company of such action? I am genuinely interested to understand what BA have done to make them feel threatened?
I now hope BA do get a lot of crew crossing the picket lines and flying, as this seems the only way to force the militants to accept change, for the 1970's rhetoric from Unite and BASSA on television is really ticking me off! Mrs Oldflyboy, herself ex cabin crew with 25 years in BA is even more angry, and has used language I have not heard for years about how BASSA have let the crew down!
However all this said it is a difficult time for everyone, let us all wish for common sense to prevail, though to be honest, I predict this is unlikely.
Surely all BA are doing, by emailing, or writing to crew is to point out what could happen to them if they do strike, and the consequenses to the company of such action? I am genuinely interested to understand what BA have done to make them feel threatened?
I now hope BA do get a lot of crew crossing the picket lines and flying, as this seems the only way to force the militants to accept change, for the 1970's rhetoric from Unite and BASSA on television is really ticking me off! Mrs Oldflyboy, herself ex cabin crew with 25 years in BA is even more angry, and has used language I have not heard for years about how BASSA have let the crew down!
However all this said it is a difficult time for everyone, let us all wish for common sense to prevail, though to be honest, I predict this is unlikely.
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Just another day at the airport .......
Just arrived at my hotel, somewhere in Europe, after operating a packed flight out of LHR this morning.
Changed my route slightly, but still caught site of one of the picket lines in the distance. Roads around LHR seemed unusually quiet, although I did notice a few more police vehicles than normal.
Entry into crew car park was as normal, with just the addition of a manual check of my pass. The car park is partly screened-off, with plenty of security personel around.
The view over to T5 was quite odd with many of the chartered aircraft attached to the piers. Saw a few pushbacks and some arrivals, and apart from the different liveries and somewhat less actual movements, all seemed just as any other wet Saturday morning at LHR.
The crew buses have had their windows frosted over, although we did wonder at first if it was the result of too much heavy breathing. Nice friendly, chatty ride over to T5.
Security personel met the bus and escorted us into T5, where more Crew Support people were waiting. All felt very safe and secure, even if slightly sureal.
Swipe into CRC is as normal, except there is then a barrier where someone will take your name and check you off against your duty. Swipe-in for duty will only show briefing room number and Flight Crew. All CRC windows have been screened off.
CRC is like a party! Lots of Crew, both Cabin and Flight, plenty of managers, BF chatting in coffee area. Most of all, all smiling happy faces, lots of hugging and kissing and caring words.
Briefing as normal but with the addition of Flight Crew, and a nice reassuring chat from our Captain. Through security and out into T5. From there on in, all was pretty much as it always is, maybe with the exception of all of us going all-out to ensure our customers had an even better flight than usual. Think we got it right, judging from their comments after arrival.
The groundcrew at our destination had thoughtfully arranged a slightly different route through the airport for us, mindful of the fact that we may not wish to come into contact with the outbound crew.
We are planning a good old-fashioned room party later ..... Cheers!
Changed my route slightly, but still caught site of one of the picket lines in the distance. Roads around LHR seemed unusually quiet, although I did notice a few more police vehicles than normal.
Entry into crew car park was as normal, with just the addition of a manual check of my pass. The car park is partly screened-off, with plenty of security personel around.
The view over to T5 was quite odd with many of the chartered aircraft attached to the piers. Saw a few pushbacks and some arrivals, and apart from the different liveries and somewhat less actual movements, all seemed just as any other wet Saturday morning at LHR.
The crew buses have had their windows frosted over, although we did wonder at first if it was the result of too much heavy breathing. Nice friendly, chatty ride over to T5.
Security personel met the bus and escorted us into T5, where more Crew Support people were waiting. All felt very safe and secure, even if slightly sureal.
Swipe into CRC is as normal, except there is then a barrier where someone will take your name and check you off against your duty. Swipe-in for duty will only show briefing room number and Flight Crew. All CRC windows have been screened off.
CRC is like a party! Lots of Crew, both Cabin and Flight, plenty of managers, BF chatting in coffee area. Most of all, all smiling happy faces, lots of hugging and kissing and caring words.
Briefing as normal but with the addition of Flight Crew, and a nice reassuring chat from our Captain. Through security and out into T5. From there on in, all was pretty much as it always is, maybe with the exception of all of us going all-out to ensure our customers had an even better flight than usual. Think we got it right, judging from their comments after arrival.
The groundcrew at our destination had thoughtfully arranged a slightly different route through the airport for us, mindful of the fact that we may not wish to come into contact with the outbound crew.
We are planning a good old-fashioned room party later ..... Cheers!
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Today at CRC
I just finished my shift as a volunteer to assist CC through their journey to work and I was positioned in CRC. I was pleased to see that many crew turned up. The atmosphere was buzzing, some people did not look too happy to be there and a couple of people were in tears. The majority seamed to be quite relaxed, i spoke to a CC and he said the CRC was busier then normal and much louder. I chated to few of them and they were lovely. I have a lot of respect for these people and I wish things were different.
The picket lines in HX and near the entrance to T1,2,3 look hardly intimidating with the whole of about 15 people on each waving at motorists...a bit pathetic really.
Lets hope we go through this without too much financial dammage and we will be all happier.
The picket lines in HX and near the entrance to T1,2,3 look hardly intimidating with the whole of about 15 people on each waving at motorists...a bit pathetic really.
Lets hope we go through this without too much financial dammage and we will be all happier.
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For those who have not seen this here is a copy of the last offer from BA to UNITE from yesterday.
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 companys 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 companys 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 companys 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 companys 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 companys 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)
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 companys 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 companys 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 companys 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 companys 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 companys 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)
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@ Melissa1510 ans Clarified
Firstly to Melissa, thank you so much for the work you and your colleagues are doing to help us. It really was a great feeling to be in CRC today, and the procedures and personel in place at various points did a great deal to calm my little jitters.
Clarified ... will be sure to have 1 or 2 for you later
Clarified ... will be sure to have 1 or 2 for you later
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Unite and the press
Two online articles from broadsheet newspaper are writing that Unite state that NO crew busses have crossed their picket lines.
This might be due to the fact that the crew bus routes are nowhere near the Unite picket lines.
I really cannot stress how disingenious the Unite briefings and press statements are and how this is of absolutely no help to their members.
BA cabin crew are mainly very good and hard working employees who are being let down by a manipulative Union out for their own gain.
This might be due to the fact that the crew bus routes are nowhere near the Unite picket lines.
I really cannot stress how disingenious the Unite briefings and press statements are and how this is of absolutely no help to their members.
BA cabin crew are mainly very good and hard working employees who are being let down by a manipulative Union out for their own gain.
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Around 55 is the number of Reps
For Eddy, Ottergirl, and others,
There are many more reps than the 8 that Ottergirl suggested.
Looking at the Oct 09 Newsletter entitled "Dear Crew give us £140 million or else", which can be found at http://uniteba.com/ESW/Files/AMICUS_News_Oct2009.pdf the last page shows many more Reps than 8.
Going on that document, BASSA had 37 names, and Amicus 21. Given that one or two may be full-time, non-crew positions, I think the number suggested of 55 Reps, is probably correct.
It is such a shame that apparently 52 of them are too unwell to strike.
There are many more reps than the 8 that Ottergirl suggested.
Looking at the Oct 09 Newsletter entitled "Dear Crew give us £140 million or else", which can be found at http://uniteba.com/ESW/Files/AMICUS_News_Oct2009.pdf the last page shows many more Reps than 8.
Going on that document, BASSA had 37 names, and Amicus 21. Given that one or two may be full-time, non-crew positions, I think the number suggested of 55 Reps, is probably correct.
It is such a shame that apparently 52 of them are too unwell to strike.
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CRC today
TorC, glad to hear that our work helped you and hopefully many others, glad to hear your experience today was all together positive. Many of you must have been very worried this morning. I hope more BA staff will realise that we all work for the same company whether on the grond, on the air and in the offices. We are all important parts of the organisation and the org success is our success. I for start am due a wage rise since 2008 and I really don't want to wait another couple of years for that, so lets just pull together and try to make this company profitable again!
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It is such a shame that apparently 52 of them are too unwell to strike.
I hope we will see definite information about the sickness level amongst our reps.
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TorC, glad to hear that our work helped you and hopefully many others, glad to hear your experience today was all together positive. Many of you must have been very worried this morning. I hope more BA staff will realise that we all work for the same company whether on the grond, on the air and in the offices. We are all important parts of the organisation and the org success is our success. I for start am due a wage rise since 2008 and I really don't want to wait another couple of years for that, so lets just pull together and try to make this company profitable again!
You are right. I'm hoping that one of the good things that might come out of this is the coming together of ALL BA STAFF into one big happy, focused and succesful family.
Now, you go and have a well earned rest.
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CRC today
TorC, lying on my safa as we speak! watching Sky News and their updates... hum...anyway have a good rest too and a good flight back!
PS did you work with any Volunteer crew? Few of my colleagues were supposed to be on S/By and one flying later.
Apparenlty their training was very intense, one, ex crew, told that she felt it was harder then the oroginal one she had few years ago. Apparenlty with CAA watching over our trainers left no room for mercy...
Godd luck to all of them too!
PS did you work with any Volunteer crew? Few of my colleagues were supposed to be on S/By and one flying later.
Apparenlty their training was very intense, one, ex crew, told that she felt it was harder then the oroginal one she had few years ago. Apparenlty with CAA watching over our trainers left no room for mercy...
Godd luck to all of them too!
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According to a friend working in OPS it has been a very good day crew wise.
More crew than required reported for duty at LHR! In average 60 to 70% of rostered crew turning up for their flight.
More crew than required reported for duty at LHR! In average 60 to 70% of rostered crew turning up for their flight.