British Airways vs. BASSA (current Airline Staff Only)
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JUAN TRIPP,
Not sure they know what they want anymore.
Report Call Sign,
I'm eligible for the offer and will be signing and posting it straight away. Thank you Bill Francis and Willie Walsh for your fair and reasonable offer and for recognising those of us who came to work to do what we're paid to do.
Not sure they know what they want anymore.
Report Call Sign,
I'm eligible for the offer and will be signing and posting it straight away. Thank you Bill Francis and Willie Walsh for your fair and reasonable offer and for recognising those of us who came to work to do what we're paid to do.
Join Date: May 2010
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My offer to you - Heathrow
If you are not a member of the union, I am offering you the opportunity to accept the
assurances outlined in this letter.
Pay
I can confirm that there will be no changes to your incremental pay and you will
continue to receive rises until you reach the top of the scale for your grade.
Basic Pay
I am also offering you a two year pay deal that guarantees you will receive a pay rise
in 2011/12 and 2012/13.
..
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%
Your next pay review will be from February 2013.
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 not discuss your terms and conditions.
Assurances for you
I know that you have some questions about what the introduction of the new fleet
means to you. To continue to demonstrate my commitment to you and to address
these questions, I am offering you the following assurances.
..
Your terms and conditions – I can assure you that your existing contractual terms
will be maintained for the future, unless amended through negotiation.
..
Part-time – I 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 part-time opportunities will continue to be available.
..
Access to route network – I intend to ensure a fair and transparent distribution of
routes to all fleets, based on commercial need.
..
Access to aircraft type – I intend 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. Your existing 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, you 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. I can 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 –The importance of honouring
agreements is acknowledged, and the company is 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, I am
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.
You will have the opportunity to apply for all roles on the new fleet if you choose.
This will provide promotion opportunities for many current crew. All crew joining the
new fleet will have separate terms and conditions.
People
It is important that there is no victimisation arising from the dispute and the company
will work to ensure that any issues are settled in a mature and professional way.
Where there are disciplinary or grievance cases, it is my intention that these will be
resolved quickly. Where behaviour is found to be serious, any resulting action will be
measured and proportionate.
FINAL 25/6/10
Summary
This individual offer maintains your contractual rights at their current level. This offer,
if you choose to accept it, does not reduce or extend them from where they are
today.
This is a genuine offer made on behalf of the company. We are continuing to try and
reach a collective agreement with Unite, with whom we will continue to collectively
bargain. However, after such a long time unsuccessfully trying to reach agreement, I
have decided to make this offer directly to you so that you can move on, with
certainty and reassurance about your future with British Airways.
If you want to accept this individual offer, then please
complete the attached form, and return it in the enclosed
pre-paid envelope. Please do not return the whole
document – this is for you to keep.
FINAL 25/6/10
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 20092010
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 (£)
payments removed available on ESS
Eurofleet
Eurofleet
Eurofleet
CSD
Purser
Main crew
payments removed, available on ESS
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 Daily Overseas Allowance (DOA)
Nightly Incidental Allowance (NIA) Time Away Allowance (TAA)
Line Trainer Payments Willing to Work
Rest Day Working Telephone Allowance
Exception payments from WW Disruption Language Allowance
Agreement (One Down and Zone Closure)
FINAL 25/6/10
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
FINAL 25/6/10
6
FINAL 25/6/10
Individual offer to non union crew
Name: ………………………………………………………………….
Staff Number …………………………………………………………………..
Fleet: …………………………………………………………………..
Grade: …………………………………………………………………..
I accept the individual offer outlined in this document and confirm that I am
not currently a member of the union, and was not on 25/6/10.
Signed: …………………………………………………………………….
Date: ……………………………………………………………………..
If you want to accept this individual offer, then please
complete this form, and return it in the enclosed pre-paid
envelope by 31/7/10.
Please do not return the whole document – this is for you
to keep.
FINAL 25/6/10
If you are not a member of the union, I am offering you the opportunity to accept the
assurances outlined in this letter.
Pay
I can confirm that there will be no changes to your incremental pay and you will
continue to receive rises until you reach the top of the scale for your grade.
Basic Pay
I am also offering you a two year pay deal that guarantees you will receive a pay rise
in 2011/12 and 2012/13.
..
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%
Your next pay review will be from February 2013.
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 not discuss your terms and conditions.
Assurances for you
I know that you have some questions about what the introduction of the new fleet
means to you. To continue to demonstrate my commitment to you and to address
these questions, I am offering you the following assurances.
..
Your terms and conditions – I can assure you that your existing contractual terms
will be maintained for the future, unless amended through negotiation.
..
Part-time – I 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 part-time opportunities will continue to be available.
..
Access to route network – I intend to ensure a fair and transparent distribution of
routes to all fleets, based on commercial need.
..
Access to aircraft type – I intend 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. Your existing 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, you 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. I can 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 –The importance of honouring
agreements is acknowledged, and the company is 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, I am
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.
You will have the opportunity to apply for all roles on the new fleet if you choose.
This will provide promotion opportunities for many current crew. All crew joining the
new fleet will have separate terms and conditions.
People
It is important that there is no victimisation arising from the dispute and the company
will work to ensure that any issues are settled in a mature and professional way.
Where there are disciplinary or grievance cases, it is my intention that these will be
resolved quickly. Where behaviour is found to be serious, any resulting action will be
measured and proportionate.
FINAL 25/6/10
Summary
This individual offer maintains your contractual rights at their current level. This offer,
if you choose to accept it, does not reduce or extend them from where they are
today.
This is a genuine offer made on behalf of the company. We are continuing to try and
reach a collective agreement with Unite, with whom we will continue to collectively
bargain. However, after such a long time unsuccessfully trying to reach agreement, I
have decided to make this offer directly to you so that you can move on, with
certainty and reassurance about your future with British Airways.
If you want to accept this individual offer, then please
complete the attached form, and return it in the enclosed
pre-paid envelope. Please do not return the whole
document – this is for you to keep.
FINAL 25/6/10
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 20092010
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 (£)
payments removed available on ESS
Eurofleet
Eurofleet
Eurofleet
CSD
Purser
Main crew
payments removed, available on ESS
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 Daily Overseas Allowance (DOA)
Nightly Incidental Allowance (NIA) Time Away Allowance (TAA)
Line Trainer Payments Willing to Work
Rest Day Working Telephone Allowance
Exception payments from WW Disruption Language Allowance
Agreement (One Down and Zone Closure)
FINAL 25/6/10
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
FINAL 25/6/10
6
FINAL 25/6/10
Individual offer to non union crew
Name: ………………………………………………………………….
Staff Number …………………………………………………………………..
Fleet: …………………………………………………………………..
Grade: …………………………………………………………………..
I accept the individual offer outlined in this document and confirm that I am
not currently a member of the union, and was not on 25/6/10.
Signed: …………………………………………………………………….
Date: ……………………………………………………………………..
If you want to accept this individual offer, then please
complete this form, and return it in the enclosed pre-paid
envelope by 31/7/10.
Please do not return the whole document – this is for you
to keep.
FINAL 25/6/10
Last edited by report call sign; 7th Jul 2010 at 14:46.
Join Date: Nov 2007
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Caribbean Boy.
You state BA intent re the Mixed Fleet rate, yet Virgin are recruiting and offering more. BA reneging on a promise already?
Also, the top up payment is not contractual. That is the point, BA will not incorporate the payment into our contract, it remains discretional. And whilst our basis pay is contractual there are two points. First, The basic for most cabin crew is not as high as people have been led to believe. Certainly on long haul, allowances make up over half our take home pay, hence some are concerned about the 'good trips' going across without any, dare I say it, guarantee of what work we will keep. The top up payment is based on the last full financial year. But a concern which is not been answered is, if the'good trips' go over to new fleet, will the next years average allowances, (which will drop) be the basis of the following years top up.
Secondly, crew are concerned that as new fleet grows and old fleet becomes less significant, the new re-deployment agreement will come into play. (Just because no cabin crew have ever been in careerlink doesn't mean it won't happen). This provides only a year of our contractual salary being paid. Then we move onto the new rates, which currently are £12k pa for experienced crew.
You state BA intent re the Mixed Fleet rate, yet Virgin are recruiting and offering more. BA reneging on a promise already?
Also, the top up payment is not contractual. That is the point, BA will not incorporate the payment into our contract, it remains discretional. And whilst our basis pay is contractual there are two points. First, The basic for most cabin crew is not as high as people have been led to believe. Certainly on long haul, allowances make up over half our take home pay, hence some are concerned about the 'good trips' going across without any, dare I say it, guarantee of what work we will keep. The top up payment is based on the last full financial year. But a concern which is not been answered is, if the'good trips' go over to new fleet, will the next years average allowances, (which will drop) be the basis of the following years top up.
Secondly, crew are concerned that as new fleet grows and old fleet becomes less significant, the new re-deployment agreement will come into play. (Just because no cabin crew have ever been in careerlink doesn't mean it won't happen). This provides only a year of our contractual salary being paid. Then we move onto the new rates, which currently are £12k pa for experienced crew.
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pc767
THERE ARE THREE MAIN ITEMS THAT ARE CONTRACTURAL
PAY
LEAVE
HOURS
A top up payment is relating to pay and is listed WITHIN the contract being offered by BA
So..........
Please explain how then, what is written within a contract, signed by both parties and is a legal binding contract witin the eyes of the law, AND concerning pay is, as you say, NOT contractual?
TOP UP IS CONTRACTURAL and WILL ALWAYS be based on 2009/10 schedule as i understand it
I would be very interested to hear your take on this
oh, and while you are at it, please could in inform me of another Blue Chip FOOTSIE 100 company that gives unlimited guarantees and promises within employment contracts....because I would like to apply immediately for a job with them!
Many thanks
THERE ARE THREE MAIN ITEMS THAT ARE CONTRACTURAL
PAY
LEAVE
HOURS
A top up payment is relating to pay and is listed WITHIN the contract being offered by BA
So..........
Please explain how then, what is written within a contract, signed by both parties and is a legal binding contract witin the eyes of the law, AND concerning pay is, as you say, NOT contractual?
TOP UP IS CONTRACTURAL and WILL ALWAYS be based on 2009/10 schedule as i understand it
I would be very interested to hear your take on this
oh, and while you are at it, please could in inform me of another Blue Chip FOOTSIE 100 company that gives unlimited guarantees and promises within employment contracts....because I would like to apply immediately for a job with them!
Many thanks
Last edited by report call sign; 7th Jul 2010 at 14:43.
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All Heathrow and Gatwick cabin crew have been mailed at home with individual offers and an accompanying letter from Bill this week.
This information is expected to land on your doormats from today, but can also be found here.
Bill will be responding to your questions on these individual offers and the collective offer already put to Unite, via a dedicated webchat this Friday 9 July. You will be given a chance to post your questions to him tomorrow, so please revisit the forum/Webchat section.
Bill will respond to your questions throughout Friday.
This information is expected to land on your doormats from today, but can also be found here.
Bill will be responding to your questions on these individual offers and the collective offer already put to Unite, via a dedicated webchat this Friday 9 July. You will be given a chance to post your questions to him tomorrow, so please revisit the forum/Webchat section.
Bill will respond to your questions throughout Friday.
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This individual offer maintains your contractual rights at their current level. This offer, if you choose to accept it, does not reduce or extend them from where they are today.
sorry but have I missed something here. The final offer keeps everything as it was? What was the past few months all about?
Join Date: Nov 2007
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Easy.
That isn't a contract of employment, it is an agreement. The top up pay is not being incorporated into your contract of employment, which is why, should you strike it will be removed.
And it isn't bad, just the points I raised need addressing. I'm not looking for unlimited guarantees and promises. Just a guaranteed framework of trips and/or trip movements between fleet which will protect future earnings. Is it now unreasonable to at least expect some say in what we earn.
Year one on old fleet will be fine. Earn bellow the average of yr 2009/10 and the company will top you up. But throughout the year box trips are moved across to new fleet. In extremis old fleet are left with Africa and India trips. That will drop the average variable payments for the year 2010/11. I would like to know now if my 2011 top up will reflect the 'new' average or the 2009/10 average. The guarantee I'm after is the detail used for future top up payments. The company may happily state that the top up will be reviewed yearly. I can then make my mind up if I like the guarantee or not. At least I know where I stand.
That isn't a contract of employment, it is an agreement. The top up pay is not being incorporated into your contract of employment, which is why, should you strike it will be removed.
And it isn't bad, just the points I raised need addressing. I'm not looking for unlimited guarantees and promises. Just a guaranteed framework of trips and/or trip movements between fleet which will protect future earnings. Is it now unreasonable to at least expect some say in what we earn.
Year one on old fleet will be fine. Earn bellow the average of yr 2009/10 and the company will top you up. But throughout the year box trips are moved across to new fleet. In extremis old fleet are left with Africa and India trips. That will drop the average variable payments for the year 2010/11. I would like to know now if my 2011 top up will reflect the 'new' average or the 2009/10 average. The guarantee I'm after is the detail used for future top up payments. The company may happily state that the top up will be reviewed yearly. I can then make my mind up if I like the guarantee or not. At least I know where I stand.
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sorry but have I missed something here. The final offer keeps everything as it was? What was the past few months all about?
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Bill will be responding to your questions on these individual offers and the collective offer already put to Unite, via a dedicated webchat this Friday 9 July. You will be given a chance to post your questions to him tomorrow, so please revisit the forum/Webchat section.
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Juan O . I don't personally agree with the low starting salary and I have posted about that before on this forum. I think that people will join though but be more like Virgin and only stay a while. I don't think that has got anything to do with why you went on stike though. I doubt you care what new crew earn.
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You state BA intent re the Mixed Fleet rate, yet Virgin are recruiting and offering more.
Well for your information the first intake for Mixed Fleet will be handing their resignation sooner than you think...... Most EX Temps applied to Virgin when we got layed off spring 09, were successful and put on hold. A little interview and the job is ours to start training in September.
So they want crew to stick around for 2-3 years? hardly any crew are going to last 3 months. I think all of us EX temps are frustrated as we don't know if we're coming or going at the moment and would like to stay with BA but now we find it hard to see a future.
I hope WW realises mixed fleet is a big mistake.
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MRC1972.
I really do feel so sorry for all you temps. I do hope whatever you choose to do you will enjoy it.
I think that the salaries are low but no one knows what the extra payments are going to be for good performance, they might improve it.
If you have already worked for BA or another airline you might be offered Crew talent and then I think your prospects might be quite good then, moving up to CSM quickly.
Anyway I am sad we will not have new crew working on our currents fleets and my own personal opinion is that it is BASSA's fault for years and years of being incredibly dificult to deal with.
I really do feel so sorry for all you temps. I do hope whatever you choose to do you will enjoy it.
I think that the salaries are low but no one knows what the extra payments are going to be for good performance, they might improve it.
If you have already worked for BA or another airline you might be offered Crew talent and then I think your prospects might be quite good then, moving up to CSM quickly.
Anyway I am sad we will not have new crew working on our currents fleets and my own personal opinion is that it is BASSA's fault for years and years of being incredibly dificult to deal with.
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MRC1972 said,
I think all of us EX temps are frustrated as we don't know if we're coming or going at the moment and would like to stay with BA but now we find it hard to see a future.
I hope WW realises mixed fleet is a big mistake.
I think all of us EX temps are frustrated as we don't know if we're coming or going at the moment and would like to stay with BA but now we find it hard to see a future.
I hope WW realises mixed fleet is a big mistake.
Frustrating as it seems, don't forget that BA has been through one of the most prolonged industrial disputes in it's history and considering this, I think BA has done very well with all departments rallying round to keep it going.
Non of us are certain of our futures, permanent or temporary or are any other staff in BA. And the same goes for jobs in other industries.
Many of us who joined BA when I did, said we wouldn't be doing it for life, and I was a 6 months temp too. But here I am 26 plus years later, and can't imagine doing anything else and wouldn't want to either.
As for Mixed Fleet, no one knows and can say it is a mistake, we'll just have to wait and see. Whilst I understand your predicament, I think there are many out of work graduates who would be happy to do the job for 2-3 years and move on. Who knows they may even end up staying and move on to other jobs in different departments as many have done in the past. A lot of graduates will see it as a foot in the door.
As I said previously, the CSM role is an interesting and a challenging role. How about keeping your options open and applying for that instead?
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MRC1972 - good luck at Virgin. The crew have a lot of fun! An ex-temp friend of mine is working for Flybe and has decided to stay with them rather than take a pay drop to apply for BA.
You are right to be cautious of New Fleet, I suspect there are going to be many changes as it grows and the fleet that we end up with 3 years down the road will be very different from the pipe-dream it is now. Strangely, there seems to have been no attempt to learn from lessons of the past when setting up the CSM role. Many of the ideas from the last 20 years have been reinvented on Mixed Fleet without the realisation that they were all scrapped as unworkable or logistically difficult to combine with flying. I'm thinking in particular of 'teams' which we flirted with in the 90's but found rostering impossible, combining flying with managing like Fleet Directors, CSD X which never even got started and not anticipating new crew will grow to be resentful about being paid less than the 'old fleets' which will damage their motivation. (It doesn't matter how many times you say "you knew the deal when you signed the contract", it's human nature to want more, ask any post 1997 crew). Could the problem be that the IFCE management team have not been around long enough to remember?
There will be changes, 23 years of jumping over 'new brooms' guarantees it!
You are right to be cautious of New Fleet, I suspect there are going to be many changes as it grows and the fleet that we end up with 3 years down the road will be very different from the pipe-dream it is now. Strangely, there seems to have been no attempt to learn from lessons of the past when setting up the CSM role. Many of the ideas from the last 20 years have been reinvented on Mixed Fleet without the realisation that they were all scrapped as unworkable or logistically difficult to combine with flying. I'm thinking in particular of 'teams' which we flirted with in the 90's but found rostering impossible, combining flying with managing like Fleet Directors, CSD X which never even got started and not anticipating new crew will grow to be resentful about being paid less than the 'old fleets' which will damage their motivation. (It doesn't matter how many times you say "you knew the deal when you signed the contract", it's human nature to want more, ask any post 1997 crew). Could the problem be that the IFCE management team have not been around long enough to remember?
There will be changes, 23 years of jumping over 'new brooms' guarantees it!
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Ava Hannah
You have been saying for a while that you would not accept the deal as one reason is that you have lost your seniority on your commuting route. Bill Francis has now said that seniority will be returned on your commuting route, so does this mean you will vote to accept the deal?
Does anyone know if the return of seniority on your commuting route was part of the last deal?
You have been saying for a while that you would not accept the deal as one reason is that you have lost your seniority on your commuting route. Bill Francis has now said that seniority will be returned on your commuting route, so does this mean you will vote to accept the deal?
Does anyone know if the return of seniority on your commuting route was part of the last deal?
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Could the problem be that the IFCE management team have not been around long enough to remember?
Some of them have, as it happens.
Don't forget that the Head of Mixed Fleet, was in Mid Fleet.
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Ava Hannah
You have been saying for a while that you would not accept the deal as one reason is that you have lost your seniority on your commuting route. Bill Francis has now said that seniority will be returned on your commuting route, so does this mean you will vote to accept the deal?
Does anyone know if the return of seniority on your commuting route was part of the last deal?
You have been saying for a while that you would not accept the deal as one reason is that you have lost your seniority on your commuting route. Bill Francis has now said that seniority will be returned on your commuting route, so does this mean you will vote to accept the deal?
Does anyone know if the return of seniority on your commuting route was part of the last deal?
In previous proposals, they included a matrix including what destinations would go over but that was with previous number on how many crew they would be recruiting. This number has changed to 1,250 and surely that means they would take even more destinations?
BA have said that no cabin crew has even been placed in the redeployment agreement. Should this act as an assurance? It could as easily be their way of trying to convince us to make us accept the proposal by saying that nobody has been placed in Career Link before. With Mixed Fleet and 1,250 cabin crew to be recruited standing around the corner, I'm doubtful.
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That isn't a contract of employment, it is an agreement. The top up pay is not being incorporated into your contract of employment, which is why, should you strike it will be removed.
When you change from full-time to part-time you don't sign a whole new contract. You simply sign "an agreement" as you put it.
It is legally binding though, as they can't suddently tell you you're full time. It doesn't say on it "will last until infinity" but it does. Every one is more than happy to sign their part-time agreements - why would this be any less legally binding than a switch to part-time?
Ava
As long as there are cabin crew manning aircraft doors, and not robots or electronic switches on the flight deck, (just joking Boeing!) we cannot be put into redeployment. If the role still exists, then so do we and we cannot be got rid of simply because there is somebody cheaper and younger to do the job. Age discrimination would be a huge liability for BA - and many of us could and would simply take them to tribunal under that law.
I am BA cabin crew and this is my own view and not that of BA.