PPRuNe Forums - Volcanic vs Handling Agents

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Volcanic vs Handling Agents

Will a second letter regarding 'Possible suspension of operations' due to the Icelandic volcano be sent out by Servisair to its workforce, now that the volcano is causing airspace to be closed in certain parts of the UK again?

Already, a letter has gone out to Servisair employees outlining the dire economic situation the company finds itself in, blaming the volcano, and that any further 'disruption' could cause the company to 'suspend operations' until further notice...

This cannot make good reading for the airlines handled by Servisair, let alone the hardworking employees.

Does KLM/AF BA etc etc have a plan that will minimise the chaos a suspension will cause? Surely any suspension of ground handling services will cause the company to go bust immediately.

Weather, strikes and volcanos... Hollywood must be rubbing their hands!
Quick, sign up Steve Martin :p

Quote:

a letter has gone out to Servisair employees outlining the dire economic situation the company finds itself in, blaming the volcano

Really? Scary stuff.

It's not entirely the volcano that's to blame. Basically Servisair have ferociously undercut other GHAs (in JER it is rumoured they undercut another GHA by £50k/yr to retain the BE contract) to get contracts and the airlines got used to it. Now the airlines aren't doing so good they're not keen to pay more for handling. Perhaps its Servisair's past policies coming back to bite them in the ass, and the volcano may be the tipping point?

However I really don't see them going under, its more likely a way to get the staff to do less overtime etc.

Its difficult to know what they would do if they did go under. Would staff be TUPED across at short notice to another GHA, and basically operate 'as is' for a bit?

From what I remember, at most if not all stations they handle FR, if the aircraft doesn't depart on time they don't get paid!! No flights = no on-time departures = no income. Not a good situation when you still have to pay overheads ect. Not sure about other airlines they handle though.

I started back with Servisair around a month ago, I got this letter, but to be honest, If the situation is that bad, they would have terminated my contract as I was in training when this all happened...

I'm not to worried.. bring on the Summer season!

I was jut enquiring in to if everyone else is still getting paid whilst this is going on, whether it be you work for a ground handler, airline or any other company at an airport? we have been told to either go home unpaid, use annual leave up or save up out hours and use them at a later date when it suits the company, I was under the impression that if you clocked in at work an employer had to pay you until you clocked out if it was part of your contracted hours, I have had a look into it on citezens bureau advice and it states that "All employees are entitled to be paid for the work they have done. They are also entitled to be paid if they are ready and willing to work but their employer has not provided them with any work to do, unless your employment contract says otherwise" - I cant find my contract to see if it says otherwise.

Do we have to go through a tribunal or something as far as I am and all my colleagues are concerned this is unfair in relation to the Employment Rights Act

I would have thought that the airlines have contractual agreements with ground handling company at airports, these are not paid day by day, so can an airline when it comes to paying the ground handler say that were not paying you because we did not use the service which they would have requested when the agreement was put in place between the ground handler and airline, does this mean that the airlines are not paying the airport tax to the airports as the passengers are not actually flying out?

this is what i got from the union in april, we have not had any probs got a call yesterday dont come in all flts canx still getting paid same as last time

Quote:

Ash Cloud 2010

Advice for customers affected by travel disruption

Introduction
Types of Call
Absence and Wages
Absence, Working Hours, Lay-Off and Short Time Working
Business shut down
Transport Disruption
Possible Questions to ask:
Possible Customer Options and Benefits:
Note
Introduction

A massive cloud of volcanic dust has covered vast areas of northern Europe after the Eyjafjallajoekull volcano erupted in Iceland on 14 April.

This has had a significant impact on air travel in the UK, with much of the UK and European airspace closed.

The most important message when handling these calls is to emphasise that it is in the best interest of everyone concerned to approach the situation with common sense and flexibility.

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Types of Call

Calls may come directly from employers and employees who work for the travel industry, or from industries that depend upon the travel industry to transport staff, delegates and goods.

Similarly, the eruption began to have an impact on air travel during the Easter holidays and therefore calls may also come from employers and employees where employees are stranded abroad.

In particular, due to the nature of their employment, teachers and other educational staff are likely to take holidays during Easter. Where these employees remain stranded abroad, it is possible that childcare issues for parents may become a concern.

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Absence and Wages

If employees are unable to attend work because the ash cloud has prevented them from returning home, there is no statutory obligation for employers to pay them.

However, contracts of employment may contain terms and conditions that allow for some/full payment in such circumstances. Similarly, there may be custom and practice in the business to do so too.

Where there is not, employers can make discretionary payments if they wish to do so but should ensure that they make it clear that this is a one-off payment (unless they wish to implement/vary a special leave policy).

Employers and employees may wish to consider reaching an agreement on working back any lost time at a certain point or within a certain time frame in the near future.

Employers and employees may also wish to consider mutually agreeing to extend their period of annual leave to cover the absence.

If employers require extra staffing to cover employee absence, they should ensure that any agreements regarding rate of pay for overtime are met.

If an employee is not contractually obliged to work on a specific date then employers requiring extra staffing may consider it beneficial to offer higher rates of pay. It is advisable for employers to give regard to potential issues over discrimination/equal pay, staff morale and any existing collective/contractual agreements concerning overtime rates.

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Absence, Working Hours, Lay-Off and Short Time Working

Any additional working hours should include due consideration to the Working Time Regulations, particularly when it comes to rest periods and the 48-hour limits.

If an employer wishes to operate reduced working hours over the affected period and only pay employees for the hours they work (Lay-off or Short Time Working), this should only be done with:
- An express contractual term enabling this, or
- Established custom and practice, or
- Mutual agreement with affected employees

Any other reason could result in an employee making claims such as unlawful deduction of wages, breach of contract or possibly constructive unfair dismissal.

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Business shut down

In extreme situations, some employers may arrange a forced period of closure and require staff to use their annual leave to cover this period.

Employers wishing to close in this manner should ensure that staff are given the required period of notice as laid out in their contracts.

If there is no contractual reference to notice, the statutory default of providing notice that is double in length to the period of time the employer wishes employees to take off would apply.

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Transport Disruption

It is a reality that air transport in most UK regions is severely affected and will continue to be affected for some time. This may also have some impact on employees who make regular use of Eurostar and ferry services. Increased road traffic/domestic public transport conditions may be influenced by the cancellation of domestic plane flights.

Employers may wish to consider a flexible and sympathetic approach if employees are faced with travel disruptions.

Some employees can avoid some difficulties by keeping an eye on news and traffic reports, altered timetables and consider allowing extra time to commute.

Some employees are simply going to be unable to get to work and a common sense approach is needed by both the employee in reporting the absence as soon as they are reasonably able to do so, and the employer in handling the absence.

In extreme cases, it may be best practice to close businesses for a given day or reduce operational hours.

There is no legal right for staff to be paid by an employer for travel delays (unless the travel itself is constituted as working time or in some situations where the employer provides the transport). However, employers may have contractual, collective or custom and practice arrangements in place for this. Discretionary payment for travel disruption might also be of use.

The handling of bad weather and travel disruption can be an opportunity for an employer to enhance staff morale and productivity.

Where employees are substantially delayed for a significant period of time or are likely to be troubled for some days, an agreement concerning paid annual or special leave may be of benefit, provided this does not conflict with any existing contractual, collective or custom and practice agreement.

Where a school or other childcare establishment is unable to care for children and they have to remain at home, parents will have the right to unpaid time off work to make childcare arrangements under the 'Time Off For Dependents' legislation.

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Possible Questions to ask:

What would be a realistic/ideal resolution for you?

What has your employee/employer said about the situation?

What has the employee/employer done so far?

What exactly does your contract say about this?

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Possible Customer Options and Benefits:

Encourage employee/employer to discuss matter informally, which will give you the opportunity to resolve this quickly and simply.

Has this situation occurred and been resolved amicably in similar situations?

The benefit to employers/employees being flexible and sympathetic about this situation is that it will maintain staff morale and reduce legal implications.

Customers who have done their best to resolve this internally and fulfil all relevant criteria may want to consider PCC.

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Note:
At the time of producing this guidance, it is expected that the Acas website will shortly be producing external guidance.

SILVERSTREAK

why would they go bust ?? the idea is that they sit at home on NO pay...saving 70% of outgoings. If there are no flights to handle...then there are no handling fees to pay for. Surely the maths side of it must be obvious ????

TOWTEAMBASE...

Servisrare going bust - Why wouldnt they? They have already said that if staff DONT go home unpaid, take unpaid leave or take a/l then the company will have NO choice but to suspend ops... If any other disruption happens (of any sort) as said previously.

I have this in writing (well a shabby photocopy) sent to my house, as well as every other employee.

Its a severe kick in the *alls when you get told this, after all the crap thats happened in the last 6 months (Christmas weather, BA strikes and our pal the volcano etc etc...) and youve gone the extra mile for the company in every respect to get your job done... For the company to threaten you with this!

At our airport, 'front of house' and Ops have been denied o/t recently, although the ramp have been getting copious amounts - unlimited actually! WTF?

If I had wanted to join the 'circus', I would have sent my resume to Billy Smart... In fact, he would make a better job of running the company.
I wouldnt let Servisscare clean the elephant droppings of my clown shoes, let alone handle an aircraft, and by the way, one of the major airlines forced to use Servisscare recently, feel the same way! This came straight from the lions mouth.

Its quite comical and maybe you will see Servisrare on Britains NOT Got Talent. I say this because all the talent in Serviswhere are leaving to pastures new, before the X X Xs appear... Management - you have been warned!

Maybe its down to how you interpret the letter.
Yes it states that if there is any further disruption or lack of uptake on unpaid leave/annual leave, savings they may have to temporarily suspend their ops to protect the future of the business. Call me pedantic, however you have overlooked MAY and TEMPORARILY in the letter. To me (I wonder if any others agree..) this implies that certain savings are required.
However if they are forced to "close shop" for a few days due to ongoing volcanic activitiy, this is an option to stem losses rather than to continue bleeding.
Either way, I agree that its not the best solution and I agree that it was a cheap photocopy letter. The letter is far from the doom and gloom you claim it to be.