Innovative Discussions
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Innovative Discussions
In discussions and as some can see the ZED fares have reduced but We at The CPG will increase the cost our staff travel fares for our employees and are in discussion of providing only ID 88’s to our staff to increase our revenue.
The Head of Employee Services has done a remarkable job in the past with innovative ideas towards staff travel and has elevated The CPG’s well beyond that of other airlines in the industry. He has provided comprehensive answers on the charging structure of our Company airline travel which most of you must agree. We offer competitive rates within our own airline and we will refute any indication that other airlines get cheaper tickets in our aircraft.
The Head of Employee Services has adopted an attitude of “Never leaving a staff member behind”. He has made policy on innovative ideas: 1) providing online check-in for staff 2) printable boarding pass for flights that have open seats and Standby boarding passes for flights that are full to provide an avenue through immigration/security to facilitate boarding 3) To provide electronic tickets on ZED fare airlines to reduce your dependency on printable tickets from the benefits centre (we must keep these people employed). 4) To provide electronic or self write tickets on our own airline to reduce the amount to tickets staff have to carry when on leisure travel. These are to name a few innovative ideas that the Head of Employee Services has incorporated into our staff policy over the years of his tenure.
In other discussions is hiring DESO’s on a base at a lower pay than our premium pay in HKG for that grade. We have always maintained that HKG crew will receive a higher payment than based crew and this is evident in our current COS.
We will be able to lower our pilot cost base further with this initiative and will compliment our DESO hiring on local terms in Hong Kong. We will be able to compliment our crew with these low time second officers and we can justify the lower pay scale.
There are many low time pilots from our hiring/base areas that are willing to accept these lower terms (with 96 hours months) to fly our reduced crew new shiny jets.
We can afford to hire these lower time pilots as the time to upgrade has and will increase to more than it is at present. We have had many benefits to The CPG with the increase in Retirement Age with very little benefits to the pilot group except that we get to work you longer on lower conditions and benefits.
Pay will be comparable to first year commuter first officer in the country you are based. We believe this is a competitive salary in this market and we will not provide commuter travel, if you cannot afford to live in the city in which you are based. We will demand you be in the city in which you are based and must provide your own accommodations at your own expense. Sleeping in crew rooms will be discouraged. We know the second officers will not be at the controls for take off and landing so we are not that concerns about fatigue levels or experience. This is why we feel we can offer lower conditions and pay (Market Forces)
As you all know we believe in market forces to establish pay grades. If pay starts to rise, we will compare second tier airlines to compare your salary and look toward those market forces. When we cannot find the pilots willing to accept what we want to offer, we lower our standards, as would any other financial responsible airline.
These and other ideas will reduce our cost base and will increase My Bonus tremendously.
TO MY BONUS.
The Management
The Head of Employee Services has done a remarkable job in the past with innovative ideas towards staff travel and has elevated The CPG’s well beyond that of other airlines in the industry. He has provided comprehensive answers on the charging structure of our Company airline travel which most of you must agree. We offer competitive rates within our own airline and we will refute any indication that other airlines get cheaper tickets in our aircraft.
The Head of Employee Services has adopted an attitude of “Never leaving a staff member behind”. He has made policy on innovative ideas: 1) providing online check-in for staff 2) printable boarding pass for flights that have open seats and Standby boarding passes for flights that are full to provide an avenue through immigration/security to facilitate boarding 3) To provide electronic tickets on ZED fare airlines to reduce your dependency on printable tickets from the benefits centre (we must keep these people employed). 4) To provide electronic or self write tickets on our own airline to reduce the amount to tickets staff have to carry when on leisure travel. These are to name a few innovative ideas that the Head of Employee Services has incorporated into our staff policy over the years of his tenure.
In other discussions is hiring DESO’s on a base at a lower pay than our premium pay in HKG for that grade. We have always maintained that HKG crew will receive a higher payment than based crew and this is evident in our current COS.
We will be able to lower our pilot cost base further with this initiative and will compliment our DESO hiring on local terms in Hong Kong. We will be able to compliment our crew with these low time second officers and we can justify the lower pay scale.
There are many low time pilots from our hiring/base areas that are willing to accept these lower terms (with 96 hours months) to fly our reduced crew new shiny jets.
We can afford to hire these lower time pilots as the time to upgrade has and will increase to more than it is at present. We have had many benefits to The CPG with the increase in Retirement Age with very little benefits to the pilot group except that we get to work you longer on lower conditions and benefits.
Pay will be comparable to first year commuter first officer in the country you are based. We believe this is a competitive salary in this market and we will not provide commuter travel, if you cannot afford to live in the city in which you are based. We will demand you be in the city in which you are based and must provide your own accommodations at your own expense. Sleeping in crew rooms will be discouraged. We know the second officers will not be at the controls for take off and landing so we are not that concerns about fatigue levels or experience. This is why we feel we can offer lower conditions and pay (Market Forces)
As you all know we believe in market forces to establish pay grades. If pay starts to rise, we will compare second tier airlines to compare your salary and look toward those market forces. When we cannot find the pilots willing to accept what we want to offer, we lower our standards, as would any other financial responsible airline.
These and other ideas will reduce our cost base and will increase My Bonus tremendously.
TO MY BONUS.
The Management
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Cathay Pacific today (30 September) announced the opening of The Cabin, the airline’s latest passenger lounge at Hong Kong International Airport. The 1,339-square-metre space, designed by London-based architectural firm Foster + Partners, is located by Gate 23 on the airport’s central concourse, offering passengers a new level of comfort and convenience before their flight out of Hong Kong.
It's heart warming to see the level of commitment CX has to it's premium passengers!
May your bonuses be vast and many!
To which The Management would probably reply:
'Load factors are at an all time high. Businessmen and other premium travellers are still willing to pay for our sub-standard product. The Cathay Pacific Group is a business, not a charity. We do not intend to spend Our Bonuses on unnecessarily restoring our product to the world-beating service we had in the late eighties and early nineties.
'Spending a token amount on new 'lounges' and cosmetic additions to existing ones offsets the poor design of the seats, cutbacks in catering, the constantly dark cabins for the 'in your face' IFE, and the reduced standards of service from the cabin crew. This policy appears to be successful so far.
'We are also preoccupied with paring back the conditions of our employees and other initiatives such as establishing a de facto localization of Cathay Pacific flight crew through our new cadet scheme. These savings will not be invested in the product, they will ensure future Bonuses to come.
'To My Bonus!'
'Load factors are at an all time high. Businessmen and other premium travellers are still willing to pay for our sub-standard product. The Cathay Pacific Group is a business, not a charity. We do not intend to spend Our Bonuses on unnecessarily restoring our product to the world-beating service we had in the late eighties and early nineties.
'Spending a token amount on new 'lounges' and cosmetic additions to existing ones offsets the poor design of the seats, cutbacks in catering, the constantly dark cabins for the 'in your face' IFE, and the reduced standards of service from the cabin crew. This policy appears to be successful so far.
'We are also preoccupied with paring back the conditions of our employees and other initiatives such as establishing a de facto localization of Cathay Pacific flight crew through our new cadet scheme. These savings will not be invested in the product, they will ensure future Bonuses to come.
'To My Bonus!'
Last edited by Captain Dart; 3rd Oct 2010 at 22:03.
