British Airways vs. BASSA (current Airline Staff Only)
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demomonkey wrote:
The 1,250 will come from the existing fleets, ICCs, BA ground staff and externals. Those who don't apply or fail in their applications for MF will stay on their existing contracts.
MF will be quite separate from existing fleets. "Mixed" means trained on 777s and the A320 family.
MF routes will progressively be taken from existing routes.
The proposed increased staffing level was a partial restoration of last November's reduced crewing levels by adding back 184 positions. So, BA will continue with current crewing.
Why are the company recruiting 1250 suddenly? Do they assume that they'll lose that many existing employees who won't sign to the new contract?
Are NF to be integrated into the mix or will there be effectively a glass partition and routes will be split between fleets?
MF routes will progressively be taken from existing routes.
When the company says that;
- a proposal to increase staffing levels on some flights, funded by a reduction in crew allowances, has been withdrawn.
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Bill Francis has been saying for a long time that everybody that has asked for part time will get it by March 2011. This will create a shortfall of crew which will be filled by new starters on Mixed Fleet contracts. It's win win for the company, really: staff get the work-life balance they desire, the company gets to reduce its cost base.
With regards to pay, it remains to see how take home pay will actually look. I believe the intention is for the Mixed Fleet crew to be 'more productive', which will be achieved through the mix of short and long haul routes. Furthermore, the pay is per duty hour, not per flying hour. Based on my calculations, that makes something like a JFK nightstop around £110 or so. I guess working to new agreements closer to Scheme will mean there is more flying = more duty hours = more pay?
Then there are the performance bonuses that make up part of the package - how much might they add?
(Views above are my own, not those of my employer)
With regards to pay, it remains to see how take home pay will actually look. I believe the intention is for the Mixed Fleet crew to be 'more productive', which will be achieved through the mix of short and long haul routes. Furthermore, the pay is per duty hour, not per flying hour. Based on my calculations, that makes something like a JFK nightstop around £110 or so. I guess working to new agreements closer to Scheme will mean there is more flying = more duty hours = more pay?
Then there are the performance bonuses that make up part of the package - how much might they add?
(Views above are my own, not those of my employer)
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Having just seen the latest offer in full, I actually think it does offer us some protections (as current crew) which is probably the most important thing and the thing we should all be concerned about. (Before when I posted I hadn't seen it in full)
The ''top up payment'' is less than previous offers! But, I expected that to be honest, and why doesn't BASSA see that the more we strike the MTP will get less and less. WW is bringing this Mixed Fleet in and that is a fact - no striking will stop it and even BASSA have said that! So we just need to get our Top up payment and matrix of routes ASAP before the offers get less and less and we might as well all transfer on to Mixed Fleet as we will be better off!!
For me, it is just the promotions that bother me. But then, I take the previous point someone posted, that for the first ''core'' CSMs it is understandable they will want them to have experience as there is not a lot of time to select them, promote and then train them. I just personally think the FTC whilst a good scheme in effect for those of us Main Crew who don't meet the requirements - the incentive and the ''gamble'' is not that good. Then again hopefully there will be a future campaign for PSR/CSD on current fleets. Who knows!
Mind you, one thing is not clarified is: The future routes to be transferred to MFH. Will it be the same as previous offer or will there be more as there are more crew than anticipated (1250 rather than 184) or am I missing something? We need a matrix ASAP really of these routes!
The ''top up payment'' is less than previous offers! But, I expected that to be honest, and why doesn't BASSA see that the more we strike the MTP will get less and less. WW is bringing this Mixed Fleet in and that is a fact - no striking will stop it and even BASSA have said that! So we just need to get our Top up payment and matrix of routes ASAP before the offers get less and less and we might as well all transfer on to Mixed Fleet as we will be better off!!
For me, it is just the promotions that bother me. But then, I take the previous point someone posted, that for the first ''core'' CSMs it is understandable they will want them to have experience as there is not a lot of time to select them, promote and then train them. I just personally think the FTC whilst a good scheme in effect for those of us Main Crew who don't meet the requirements - the incentive and the ''gamble'' is not that good. Then again hopefully there will be a future campaign for PSR/CSD on current fleets. Who knows!
Mind you, one thing is not clarified is: The future routes to be transferred to MFH. Will it be the same as previous offer or will there be more as there are more crew than anticipated (1250 rather than 184) or am I missing something? We need a matrix ASAP really of these routes!
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BA have responded to the upset alot of long serving main crew had.
Originally you could only apply for CSM in New Fleet if you had people management experience within the last six years and so were excluding alot of main crew who have worked for BA for over 6 years.
They have just sent out an email saying that it does not matter when your people management skill was, as long as you have 12 months relevant experience at some time you can apply for the role.
I am a current Purser and the role would not interest me for family reasons. ie. don't want to do longhaul but I feel this is a really good move because their are alot of main crew who would like the opportunity to go for this job.
However having said that BA promotion application processes and interviews are very hard. It has in recent years been very hard to get Purser or CSD positions and I expect this CSM will be even harder to achieve.
I do wish anyone trying to get the position good luck.
Try and look up the companies current CSD deliverables to get an idea of what they will be looking for from an onboard manager. Good luck.
Originally you could only apply for CSM in New Fleet if you had people management experience within the last six years and so were excluding alot of main crew who have worked for BA for over 6 years.
They have just sent out an email saying that it does not matter when your people management skill was, as long as you have 12 months relevant experience at some time you can apply for the role.
I am a current Purser and the role would not interest me for family reasons. ie. don't want to do longhaul but I feel this is a really good move because their are alot of main crew who would like the opportunity to go for this job.
However having said that BA promotion application processes and interviews are very hard. It has in recent years been very hard to get Purser or CSD positions and I expect this CSM will be even harder to achieve.
I do wish anyone trying to get the position good luck.
Try and look up the companies current CSD deliverables to get an idea of what they will be looking for from an onboard manager. Good luck.
Last edited by Betty girl; 26th Jun 2010 at 10:07.
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SideBustle.
You are right the top up is less but it is a top up this time and not a replacement.
Before we all had to accept the average.
Now those that like doing the long duty days can still do them and earn more than the average but there is this top up as a safe guard to reassure us that if worse comes to worse we will definately get that payment as a minimum.
As a eurofleet crew member and most of our income after our basic is our meal allowances I do hope that he does transfer routes fairly but he has promissed to do this so I am happy with this agreement.
You are right the top up is less but it is a top up this time and not a replacement.
Before we all had to accept the average.
Now those that like doing the long duty days can still do them and earn more than the average but there is this top up as a safe guard to reassure us that if worse comes to worse we will definately get that payment as a minimum.
As a eurofleet crew member and most of our income after our basic is our meal allowances I do hope that he does transfer routes fairly but he has promissed to do this so I am happy with this agreement.
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Bettys girl,
AHHH! Thanks for clarifying about the top up!! Oooh sounds not so bad afterall then? So basically there is still an incentive to do longer days/trips etc etc and some people who want to do short little earlies. Hopefully this will mean our bidding system will more likely stay at it's fairly good satisfaction levels, rather than the worry that many had with MTP as there was no incentive to do longer days!
That alleviated many crews concerns then!
AHHH! Thanks for clarifying about the top up!! Oooh sounds not so bad afterall then? So basically there is still an incentive to do longer days/trips etc etc and some people who want to do short little earlies. Hopefully this will mean our bidding system will more likely stay at it's fairly good satisfaction levels, rather than the worry that many had with MTP as there was no incentive to do longer days!
That alleviated many crews concerns then!
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Mixed fleet CSMs.
On my current trip three of the crew have expressed an interest in applying for the CSM role only to find their loyalty to BA has been detrimental. They do not meet the criteria. A partner of one who is an ex temp who did not take up a contract this time with BA, but remained in the holding pool, and who has previous sccm experience with another airline can apply.
They aren't happy. So much for new opportunities.
We talked about them becoming future talent crew, but in all cases this involved a basic wage cut, (£3000+pa) with no guarentees. I cannot see anyone with more than a couple of years at BA, which means noone on long haul, taking up these opportunities.
As a junior purser my salary is less than the CSM role but Mr Francis is still willing to pay me increments so I'll catch up, and I'm just not interested in ground duties. For alot of pursers this salary will be the same or less for more work. No incentive there then. And as for CSDs? Is there any point.
Perhaps Tiramisu, who I believe from this site is a CSD, can explain why he/she would be intertested in moving to mixed fleet.
On my current trip three of the crew have expressed an interest in applying for the CSM role only to find their loyalty to BA has been detrimental. They do not meet the criteria. A partner of one who is an ex temp who did not take up a contract this time with BA, but remained in the holding pool, and who has previous sccm experience with another airline can apply.
They aren't happy. So much for new opportunities.
We talked about them becoming future talent crew, but in all cases this involved a basic wage cut, (£3000+pa) with no guarentees. I cannot see anyone with more than a couple of years at BA, which means noone on long haul, taking up these opportunities.
As a junior purser my salary is less than the CSM role but Mr Francis is still willing to pay me increments so I'll catch up, and I'm just not interested in ground duties. For alot of pursers this salary will be the same or less for more work. No incentive there then. And as for CSDs? Is there any point.
Perhaps Tiramisu, who I believe from this site is a CSD, can explain why he/she would be intertested in moving to mixed fleet.
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You are right Sidebustle. I was worried that I would get lots of Moscows and Athens as there would have been no incentive for the crews that like these to continue with them.
Also on longhaul people were worried that they might be doing more long range but not getting rewarded for them.
So for me this is great news and I am very happy.
I just hope this stupid Union sees the light and accepts it.
No doubt they will try and take all the credit when really it is crew that have bothered to email Bill directly with their concerns that have actually prompted the change.
Also on longhaul people were worried that they might be doing more long range but not getting rewarded for them.
So for me this is great news and I am very happy.
I just hope this stupid Union sees the light and accepts it.
No doubt they will try and take all the credit when really it is crew that have bothered to email Bill directly with their concerns that have actually prompted the change.
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PC767, They have just changed the requirement so that main crew can apply if they have had any people management skill at any time in the past not just the last six years. So it has opened up to many more main crew now.( check your emails)
This role is more like a CSD role and you have never before been able to go from main crew to CSD. You always have needed to be a Purser first. So being able to get this job from main crew directly is a really good move for some crew but as before you do need to be able to demonstrate people management skills.
I am sure that thoes that do not have people management skills would get promoted very quickly if they took the gamble and went for the Crew talent position as this fleet will expand rapidly at first. Those in at the start will I am sure do well.
This role is more like a CSD role and you have never before been able to go from main crew to CSD. You always have needed to be a Purser first. So being able to get this job from main crew directly is a really good move for some crew but as before you do need to be able to demonstrate people management skills.
I am sure that thoes that do not have people management skills would get promoted very quickly if they took the gamble and went for the Crew talent position as this fleet will expand rapidly at first. Those in at the start will I am sure do well.
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At last, justice prevails and those of us who have left the Union will be able to accept this offer. 
It also begs the question, does this now open the doors for the Professional Cabin Crew Council? We have been campaigning all along for a different, more professional way of conducting business. This could be it. We have been campaigning for people to have a voice over their own futures. This provides it. BA have now set a precedent in giving individuals a choice. Could this be a way forward to instill a new life and new motivation into what has become a somewhat unmotivated workforce, brought about largely due to the BASSA propoganda? If so, it certainly works for me.
Actually, Ed it is:
Pay rises for 2 years (previously a pay freeze).
Assurance of transfers between WW and EF (not previously incl.)
The minimum payment guarantee to alleviate fears re the MTP.
Access to new aircraft across all fleets (not previously incl.)
It does not have shares/bonus/free ticket but with the pay rise and the minimum payment guarantee, that would definitely make it comparable to the October offer.
It seems very fair and reasonable to me. All we need now is for England to beat Germany, a barbecue summer and the PCCC to get official recognition. Well, surely one out of three should be achievable?.
I am BA cabin crew and the above represents my own viewpoint and not that of BA.
It also begs the question, does this now open the doors for the Professional Cabin Crew Council? We have been campaigning all along for a different, more professional way of conducting business. This could be it. We have been campaigning for people to have a voice over their own futures. This provides it. BA have now set a precedent in giving individuals a choice. Could this be a way forward to instill a new life and new motivation into what has become a somewhat unmotivated workforce, brought about largely due to the BASSA propoganda? If so, it certainly works for me.
ANOTHER great offer, but no better than anything we've had in the past.
Pay rises for 2 years (previously a pay freeze).
Assurance of transfers between WW and EF (not previously incl.)
The minimum payment guarantee to alleviate fears re the MTP.
Access to new aircraft across all fleets (not previously incl.)
It does not have shares/bonus/free ticket but with the pay rise and the minimum payment guarantee, that would definitely make it comparable to the October offer.
It seems very fair and reasonable to me. All we need now is for England to beat Germany, a barbecue summer and the PCCC to get official recognition. Well, surely one out of three should be achievable?.
I am BA cabin crew and the above represents my own viewpoint and not that of BA.
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Well I don't mind doing my fair share of Athens and Moscows! (Don't tell Carmen though - I said fair SHARE!!
) I like a mix of trips to be honest - trips and there and backs but obviously longer or good paying there and backs. So there is an incentive still. That is good. Otherwise there was a risk of our bidding satisfaction to be redundant!
With regards to CSM - I can understand why they need the first ones especially to have management skills in addition to flying experience. As it is more management than SCCM currently, I just do think it's a shame that Main Crew can go on Future Talent - which is a good scheme and they may very well get CSM but, they will have to live on a rather big pay cut for at least a year (longer depending on when the next campaign for CSMs is) What happens if they don't need CSMs - can they come back to EF/WW? If these Main Crew could go over on an enhanced package as FTC then more may take it up!
Anyway this whole CSM/FTC thing is proving to be very contraversial! It is in it's start up - maybe the requirements will change.
) I like a mix of trips to be honest - trips and there and backs but obviously longer or good paying there and backs. So there is an incentive still. That is good. Otherwise there was a risk of our bidding satisfaction to be redundant!With regards to CSM - I can understand why they need the first ones especially to have management skills in addition to flying experience. As it is more management than SCCM currently, I just do think it's a shame that Main Crew can go on Future Talent - which is a good scheme and they may very well get CSM but, they will have to live on a rather big pay cut for at least a year (longer depending on when the next campaign for CSMs is) What happens if they don't need CSMs - can they come back to EF/WW? If these Main Crew could go over on an enhanced package as FTC then more may take it up!
Anyway this whole CSM/FTC thing is proving to be very contraversial! It is in it's start up - maybe the requirements will change.
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CSM Job Description
Mixed Fleet Customer Service Manager
Ref UKLHR980 Region UK - Heathrow Location London - Heathrow Category
Job Description
Closing Date: 18th July
Customer Service Manager, Band 3
Salary: £25,000
This opportunity is open externally to Senior Cabin Crew Members (SCCMs) (past & present) who have 24 months full time or equivalent flying experience (with 12+ months on Longhaul) within the last 5 years of which 3 months should be in the last 3 years with BA or another airline.
A SCCM is responsible for the delivery of cabin service standards and ensuring safety standards are adhered to in a single cabin or the entire aircraft. A SCCM is responsible for the performance of other crew. Longhaul experience can be defined as sectors longer than 6 hours, intercontinental routes and operating on the following aircraft types: A330, A340, A380, 757, 767, 777, 747 or equivalent aircraft types.
Requirements
Job Purpose
Principal Accountabilities
Skills (Practised capability/behaviour)
1) Please describe why you are applying for this role and what attracts you to Mixed Fleet? (Max 250 words)
2) What do you consider to be your 2 key strengths and how will these benefit Mixed Fleet in its start up? Please illustrate, using examples, when you have demonstrated your 2 key strengths (Max 250 words)
3) Briefly describe your leadership style and illustrate it using an example(s) of when you have demonstrated this to the benefit of both customers and the business. Please be explicit about the situation, your role and the outcome (Max 250 words)
Please prepare your responses in advance. You will also be asked to provide personal and contact information.
We do have assessment slots prepared. Please submit your application as soon as possible as we anticipate high demand.
Ref UKLHR980 Region UK - Heathrow Location London - Heathrow Category
Job Description
Closing Date: 18th July
Customer Service Manager, Band 3
Salary: £25,000
This opportunity is open externally to Senior Cabin Crew Members (SCCMs) (past & present) who have 24 months full time or equivalent flying experience (with 12+ months on Longhaul) within the last 5 years of which 3 months should be in the last 3 years with BA or another airline.
A SCCM is responsible for the delivery of cabin service standards and ensuring safety standards are adhered to in a single cabin or the entire aircraft. A SCCM is responsible for the performance of other crew. Longhaul experience can be defined as sectors longer than 6 hours, intercontinental routes and operating on the following aircraft types: A330, A340, A380, 757, 767, 777, 747 or equivalent aircraft types.
Requirements
Job Purpose
- To lead, manage and coach a team of Cabin Crew including Future Talent - Crew to ensure consistent delivery of world-class customer service
- To work flexibly both in the air and on the ground to lead and support BA initiatives and training
- To act as a BA Ambassador to crew, colleagues and customers and to be a role model for your team at all times
- To meet customer service, people and operational targets that achieve business objectives, acting in compliance with all aspects of safety and quality and British Airways policies
- Management of Direct Report Cabin Crew including Future Talent - Crew
- Responsible for Onboard Customer Interface
- Deliver exceptional Customer Service and accountable for Operational Performance
- Compliance with British Airways Safety and Security standards
- Proactive and Continuous Commercial Awareness to include the distribution and application of business related information
Principal Accountabilities
- Ensure operational safety, security and health and safety responsibilities are performed to the highest standard and are 100% compliant with EU-Ops, BA requirements and all other relevant legislation, including any relevant documentation.
- Lead, manage, inspire and motivate a team of cabin crew to deliver a consistent in-flight customer service experience, productivity, cost performance and is accountable for onboard service recovery and any associated follow up.
- Build and own relationships with your team, working flexibly both in the air and on the ground, supporting and/or leading initiatives such as training, engagement, recruitment and Future Talent - Crew Development.
- Manages all aspects of crew performance including pay and reward for team.
- Able to identify talent and high performing crew.
- Recognise success and facilitate development opportunities.
- Ensure highest standards of punctuality and performance are achieved personally and by your crew, both your direct reports and team on the day.
- Proactive in mentoring and coaching individuals, colleagues, crew including Future Talent - Crew on the CSMs for Tomorrow Programme providing support both on and off the aircraft.
- Ability to confidently deliver training programmes in order to support the customer proposition.
- Accountable for delivery of objectives set by the business and a personal development plan in line with the corporate performance management framework, seeking to improve through continuous feedback.
- Through continuous and effective engagement, ensure crew understanding of current business and commercial issues which may impact the customer and the cabin crew department (Inflight Customer Experience). Own and build interfaces with wider business to source and share knowledge and feedback.
- Proactively explore opportunities to enhance/increase BA business through engagement with service partners and internal departments. Proactively seek opportunities to work cross-departmentally and with other areas of the business.
- To build effective working relationships around BA and with key service partners, offering to support ground colleagues during disruption, passing valuable crew/customer feedback to working groups around the business.
- Contribute to meeting team/departmental financial and productivity targets.
- Ensures compliance with all corporate policies and Inflight Customer Experience processes, procedures and relevant legislation, including Dignity at Work.
Skills (Practised capability/behaviour)
- Thinks Safety and Customer
- Performance Management
- Proven leadership skills with the ability to motivate and inspire a team
- Strong decision-making skills and emotionally resilient at all times
- Passionate about customer service and people. Confident in dealing with premium customers.
- Able to build relationships with colleagues, service partners and customers
- Excellent written and spoken communication skills and able to communicate and role model BA’s vision and objectives to the whole team
- Maintains compliance at all times with SEP/Recency
- Able to coach and mentor. Able to deliver training programmes (desirable)
- Champions Diversity and Inclusion
- Proactive in supporting and delivering business decisions, cost savings and a strong understanding of business and market knowledge
- To be the legal minimum required age at the time of application
- To be the required height, with weight in proportion must include the minimum reach requirement
- English and Maths ability to GCSE level or equivalent level
- Previous customer service experience
- A valid EEA passport allowing unrestricted worldwide travel and the unrestricted right to live and work in the UK
- Prepared to undergo a Criminal Record Check for all countries of residence for continuous period of 6 months or more in the previous five years
- Prepared to conform to all British Airways uniform standards, with no visible tattoos or body piercings
- Experience of working in a customer service environment, and managing a team within a high profile customer service/hospitality environment
- Knowledge of Scheme
- Knowledge of safety and security procedures, service style and standards needed to ensure delivery of world-class customer service
- Has an understanding of and embraces cultural differences and diversity
- Must have a good commercial understanding of the Company and its future strategy, as well as the ability to communicate business information and issues to the crew community
1) Please describe why you are applying for this role and what attracts you to Mixed Fleet? (Max 250 words)
2) What do you consider to be your 2 key strengths and how will these benefit Mixed Fleet in its start up? Please illustrate, using examples, when you have demonstrated your 2 key strengths (Max 250 words)
3) Briefly describe your leadership style and illustrate it using an example(s) of when you have demonstrated this to the benefit of both customers and the business. Please be explicit about the situation, your role and the outcome (Max 250 words)
Please prepare your responses in advance. You will also be asked to provide personal and contact information.
We do have assessment slots prepared. Please submit your application as soon as possible as we anticipate high demand.
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Dear colleague,
We have today made a new offer to Unite that we genuinely believe can end the dispute between us.
The previous strike action by Unite did not ground our airline but it did cause massive uncertainty for our customers and damage to our reputation across the globe.
It has also been a costly and anxious time for many of you.
With the prospect of more strike action during the summer, it is time for us to come together for our customers and to recapture the pride and excellence that are the foundations of IFCE.
THE NEW OFFER
This new proposal delivers the savings we need in IFCE without compromising on the assurances we have offered to you or the service we offer to our customers.
I know you care deeply about your role in British Airways and your part in making our company an iconic British brand and an airline that customers love to fly.
The new proposal continues to offer you assurances about your future at British Airways, your pay, your conditions, your lifestyle and your career choices. These include:
- No-one will be forced to join Mixed Fleet
- Guaranteed pay rises for two years on top of annual increment pay increases
- A firm commitment that you can keep your current pay and conditions
- An assurance that promotions and part time contracts within your current fleet will be on existing terms and conditions
- An assurance that Heathrow crew can transfer between Worldwide and Euro Fleet on current terms and conditions
- A fair share of routes and access to new aircraft across all fleets
- A commitment to look for opportunities for growth at Gatwick
- A guarantee to protect your variable earnings at Heathrow
WHAT'S NEW FOR YOU
You keep your allowances. In a previous proposal, we had agreed to a request from Unite to put some crew back on board, funded by some changes to your allowances. We have been listening to feedback on this, especially from our Gatwick crew who would have been losing money to fund more Heathrow crew. We’ve also listened to our customers who tell us that the new crew complements are working well. So, we have decided not to make this change: we will not put 184 Heathrow crew back on board and you will not lose any allowances.
You can guarantee your variable pay. There was a mixed reaction to our offer of a fixed monthly travel payment designed to allay your fears about the introduction of Mixed Fleet. To help move things forward we are now proposing a simple top up scheme to give you the peace of mind you have asked for.
From November, when Mixed Fleet begins, we will guarantee a minimum payment for variable earnings for every member of Heathrow cabin crew. If you are Heathrow crew, you will be paid at least the average amount of variable pay earned by your grade and fleet during 2009-10, no matter where you fly, how many standby duties you have, and whether or not your roster has been disrupted. If you earn more than the average, that is yours to keep. If you earn less than the average, we will make up the difference each year.
YOUR FUTURE IN YOUR HANDS
You will know that Unite has announced a ballot for further strike action.
I want to make sure that the union’s actions do not threaten the offer and the assurances we have made, and I believe many of you, especially those of you who are not members of Unite, want that too.
With that in mind, I am going to do two things:
If you are NOT a member of Unite, I am making this offer and the assurances available to you directly. I will be writing to everyone at home next week and if you were not a union member on Friday June 25 you can sign to accept it.
There are parts of the offer that we need Unite to agree collectively, such as a new disruption agreement, opportunities at Gatwick, and changes to some of our corporate policies so these are not included in the offer I will send you. But if Unite agree, you will be entitled to these elements of the offer also.
If you ARE a union member, I have made the same offer to your trade union to accept collectively on your behalf. If you would like them to accept it, please speak with your union representative before the next ballot opens.
You can see the collective offer to Unite and the individual offer for non-union members on the IFCE intranet site.
WHAT HAPPENS NOW
I hope you will see that we’re offering Unite a chance to put this dispute behind us and end the uncertainty for our customers, and that we’re keeping our promises to you.
If you have any questions about what it means for you, please speak with your crew team manager who will be happy to answer any queries you may have.
Thank you.
Bill Francis
We have today made a new offer to Unite that we genuinely believe can end the dispute between us.
The previous strike action by Unite did not ground our airline but it did cause massive uncertainty for our customers and damage to our reputation across the globe.
It has also been a costly and anxious time for many of you.
With the prospect of more strike action during the summer, it is time for us to come together for our customers and to recapture the pride and excellence that are the foundations of IFCE.
THE NEW OFFER
This new proposal delivers the savings we need in IFCE without compromising on the assurances we have offered to you or the service we offer to our customers.
I know you care deeply about your role in British Airways and your part in making our company an iconic British brand and an airline that customers love to fly.
The new proposal continues to offer you assurances about your future at British Airways, your pay, your conditions, your lifestyle and your career choices. These include:
- No-one will be forced to join Mixed Fleet
- Guaranteed pay rises for two years on top of annual increment pay increases
- A firm commitment that you can keep your current pay and conditions
- An assurance that promotions and part time contracts within your current fleet will be on existing terms and conditions
- An assurance that Heathrow crew can transfer between Worldwide and Euro Fleet on current terms and conditions
- A fair share of routes and access to new aircraft across all fleets
- A commitment to look for opportunities for growth at Gatwick
- A guarantee to protect your variable earnings at Heathrow
WHAT'S NEW FOR YOU
You keep your allowances. In a previous proposal, we had agreed to a request from Unite to put some crew back on board, funded by some changes to your allowances. We have been listening to feedback on this, especially from our Gatwick crew who would have been losing money to fund more Heathrow crew. We’ve also listened to our customers who tell us that the new crew complements are working well. So, we have decided not to make this change: we will not put 184 Heathrow crew back on board and you will not lose any allowances.
You can guarantee your variable pay. There was a mixed reaction to our offer of a fixed monthly travel payment designed to allay your fears about the introduction of Mixed Fleet. To help move things forward we are now proposing a simple top up scheme to give you the peace of mind you have asked for.
From November, when Mixed Fleet begins, we will guarantee a minimum payment for variable earnings for every member of Heathrow cabin crew. If you are Heathrow crew, you will be paid at least the average amount of variable pay earned by your grade and fleet during 2009-10, no matter where you fly, how many standby duties you have, and whether or not your roster has been disrupted. If you earn more than the average, that is yours to keep. If you earn less than the average, we will make up the difference each year.
YOUR FUTURE IN YOUR HANDS
You will know that Unite has announced a ballot for further strike action.
I want to make sure that the union’s actions do not threaten the offer and the assurances we have made, and I believe many of you, especially those of you who are not members of Unite, want that too.
With that in mind, I am going to do two things:
If you are NOT a member of Unite, I am making this offer and the assurances available to you directly. I will be writing to everyone at home next week and if you were not a union member on Friday June 25 you can sign to accept it.
There are parts of the offer that we need Unite to agree collectively, such as a new disruption agreement, opportunities at Gatwick, and changes to some of our corporate policies so these are not included in the offer I will send you. But if Unite agree, you will be entitled to these elements of the offer also.
If you ARE a union member, I have made the same offer to your trade union to accept collectively on your behalf. If you would like them to accept it, please speak with your union representative before the next ballot opens.
You can see the collective offer to Unite and the individual offer for non-union members on the IFCE intranet site.
WHAT HAPPENS NOW
I hope you will see that we’re offering Unite a chance to put this dispute behind us and end the uncertainty for our customers, and that we’re keeping our promises to you.
If you have any questions about what it means for you, please speak with your crew team manager who will be happy to answer any queries you may have.
Thank you.
Bill Francis
Join Date: May 2010
Location: maidenhead
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A revised formal offer to Unite
This position is a formal offer made by British Airways in a genuine attempt to resolve the dispute in the best interests of our customers and our cabin crew.
We all agree that 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 position 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.
Pay
Increments
Incremental pay rises will continue to be applied.
Basic Pay
The company has offered a two year pay deal, effective from 1/2/2011 as follows:
The new fleet
The mixed flying fleet for new crew, with separate terms and conditions and bargaining rights will begin flying on 1 November 2010. There will be a separate negotiating body for the new fleet, which will notdiscuss the terms and conditions of current crew.
To continue to demonstrate our commitment to our current crew and to address the concerns of introducing the new fleet, we are happy to continue to offer the following assurances.
Assurances for current crew
· 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 are assured that their existing contractual terms will be maintained for the future, unless amended through negotiation.
· 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.
· 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 negotiation. 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 with current arrangements.
· 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.
· Variable pay top up - To provide increased assurance in relation to security of earnings, the company will introduce a variable pay top up. For those Heathrow crew whose annual variable pay falls below the average earnings for their grade and fleet in 2009/10, the company will pay a top up lump sum every year after the launch of the new fleet. The amount to be topped up will be the difference between the variable earnings achieved by the crew member and the average amount for the grade and fleet, if there is a shortfall.
The average variable pay for grade and fleet will include variable pay elements listed in appendix I. Adjustments will be made for non flying time, including unpaid leave, sickness, line trainer duties and TU duties and activities.
The payment will be pro-rated for part-time crew.
The payment will only be made to those crew who do not participate in industrial action.
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.
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 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.
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 8 weeks of completing this agreement. The union have noted the company’s intent as outlined in the covering letter of 6 April 2010 from Willie Walsh.
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 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.
Summary
This revised formal 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.
Both parties recognise the assistance the TUC has given in securing this agreement. The application of this agreement will be reviewed annually with the TUC, at twelve, twenty-four and thirty-six months from the date the agreement is signed.
This position is a formal offer made by British Airways in a genuine attempt to resolve the dispute in the best interests of our customers and our cabin crew.
We all agree that 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 position 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.
Pay
Increments
Incremental pay rises will continue to be applied.
Basic Pay
The company has offered a two year pay deal, effective from 1/2/2011 as follows:
- Year one 2011/12 the company will increase base pay based on December 2010 RPI and capped at 2.9%
- Year two 2012/13 the company will increase base pay based on December 2011 RPI and capped at 3%
The new fleet
The mixed flying fleet for new crew, with separate terms and conditions and bargaining rights will begin flying on 1 November 2010. There will be a separate negotiating body for the new fleet, which will notdiscuss the terms and conditions of current crew.
To continue to demonstrate our commitment to our current crew and to address the concerns of introducing the new fleet, we are happy to continue to offer the following assurances.
Assurances for current crew
· 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 are assured that their existing contractual terms will be maintained for the future, unless amended through negotiation.
· 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.
· 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 negotiation. 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 with current arrangements.
· 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.
· Variable pay top up - To provide increased assurance in relation to security of earnings, the company will introduce a variable pay top up. For those Heathrow crew whose annual variable pay falls below the average earnings for their grade and fleet in 2009/10, the company will pay a top up lump sum every year after the launch of the new fleet. The amount to be topped up will be the difference between the variable earnings achieved by the crew member and the average amount for the grade and fleet, if there is a shortfall.
The average variable pay for grade and fleet will include variable pay elements listed in appendix I. Adjustments will be made for non flying time, including unpaid leave, sickness, line trainer duties and TU duties and activities.
The payment will be pro-rated for part-time crew.
The payment will only be made to those crew who do not participate in industrial action.
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.
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
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.
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 8 weeks of completing this agreement. The union have noted the company’s intent as outlined in the covering letter of 6 April 2010 from Willie Walsh.
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 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.
Summary
This revised formal 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.
Both parties recognise the assistance the TUC has given in securing this agreement. The application of this agreement will be reviewed annually with the TUC, at twelve, twenty-four and thirty-six months from the date the agreement is signed.
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Appendix I – Variable pay top up
The objective of the crew top up scheme is to provide greater security of variable earnings for current crew in Heathrow Worldwide and Heathrow Eurofleet. It is designed to mitigate the concerns over the pace and mix of work transfer to the new ‘Mixed Fleet’. All existing variable pay will continue to be paid as now e.g. all box payments, all back to backs, destination payments, excess time premiums, short turnaround payments etc.
The crew variable top up scheme means that everyone at Heathrow will be paid at least the average amount of variable pay that was earned by their grade and fleet during the 2009-2010 schedule, regardless of their roster. If crew were to earn less than this, the difference will be topped up to the amounts shown below on an annual basis.
The minimum amount of variable pay shown below would be increased in line with any base pay uplift that is applied.
The minimum variable pay full time crew would receive per annum (effective from 1St November 2010)
FLEET
Worldwide
Worldwide
Worldwide
GRADE
CSD
Purser
Main crew
ANNUAL EQUIVALENT (£)
7,917
7,575
6,616
Eurofleet
Eurofleet
Eurofleet
CSD
Purser
Main crew
1,894
1,894
1,737
Part time crew will receive a pro-rata amount of the above sums.
Allowances included within the minimum variable pay
Worldwide
Eurofleet
Long Range Premium (LRP) /Box Payment
Back to Back (B2B)
Destination Payment (DES)
Excess Time Premium (ETP)
Long Range Diversion Payment (DIV)
Long Day Payments (LDP)
Excess Time Premium (ETP)
Base Early Report Payment (BER)
Block Payment (BLK)
Short Turnaround Payment (CAT)
The following categories of allowance will also continue to be paid in the same way as they are today but do not form part of the crew top up scheme
Meal Allowances
Nightly Incidental Allowance (NIA)
Line Trainer Payments
Rest Day Working
Exception payments from WW Disruption Agreement (One Down and Zone Closure)
Daily Overseas Allowance (DOA)
Time Away Allowance (TAA)
Willing to Work
Appendix I – Variable pay top up
Deductions from the minimum variable pay
As now variable pay flying allowances will not be paid when you carry out non flying duties. A daily amount (1/365 of the full time amount shown) will be deducted from the annual minimum variable pay for each non flying day from the following list.
Sickness
Trade Union Activities and duties
Line Trainer Duties (*)
Unpaid Leave
Grounded Maternity (**)
(*) Current Line Trainer payments will continue to apply
(**) Current Grounded maternity Allowance payments will continue to be made
Signatories to the offer
Date:
The objective of the crew top up scheme is to provide greater security of variable earnings for current crew in Heathrow Worldwide and Heathrow Eurofleet. It is designed to mitigate the concerns over the pace and mix of work transfer to the new ‘Mixed Fleet’. All existing variable pay will continue to be paid as now e.g. all box payments, all back to backs, destination payments, excess time premiums, short turnaround payments etc.
The crew variable top up scheme means that everyone at Heathrow will be paid at least the average amount of variable pay that was earned by their grade and fleet during the 2009-2010 schedule, regardless of their roster. If crew were to earn less than this, the difference will be topped up to the amounts shown below on an annual basis.
The minimum amount of variable pay shown below would be increased in line with any base pay uplift that is applied.
The minimum variable pay full time crew would receive per annum (effective from 1St November 2010)
FLEET
Worldwide
Worldwide
Worldwide
GRADE
CSD
Purser
Main crew
ANNUAL EQUIVALENT (£)
7,917
7,575
6,616
Eurofleet
Eurofleet
Eurofleet
CSD
Purser
Main crew
1,894
1,894
1,737
Part time crew will receive a pro-rata amount of the above sums.
Allowances included within the minimum variable pay
Worldwide
Eurofleet
Long Range Premium (LRP) /Box Payment
Back to Back (B2B)
Destination Payment (DES)
Excess Time Premium (ETP)
Long Range Diversion Payment (DIV)
Long Day Payments (LDP)
Excess Time Premium (ETP)
Base Early Report Payment (BER)
Block Payment (BLK)
Short Turnaround Payment (CAT)
The following categories of allowance will also continue to be paid in the same way as they are today but do not form part of the crew top up scheme
Meal Allowances
Nightly Incidental Allowance (NIA)
Line Trainer Payments
Rest Day Working
Exception payments from WW Disruption Agreement (One Down and Zone Closure)
Daily Overseas Allowance (DOA)
Time Away Allowance (TAA)
Willing to Work
Appendix I – Variable pay top up
Deductions from the minimum variable pay
As now variable pay flying allowances will not be paid when you carry out non flying duties. A daily amount (1/365 of the full time amount shown) will be deducted from the annual minimum variable pay for each non flying day from the following list.
Sickness
Trade Union Activities and duties
Line Trainer Duties (*)
Unpaid Leave
Grounded Maternity (**)
(*) Current Line Trainer payments will continue to apply
(**) Current Grounded maternity Allowance payments will continue to be made
Signatories to the offer
Tony Woodley
Joint General Secretary, Unite
Derek Simpson
Joint General Secretary, Unite
Tony McCarthy
Director P&OE, British Airways
Date: