Housing left alone for a year
Join Date: Jun 2011
Location: N/A
Posts: 27
Likes: 0
Received 0 Likes
on
0 Posts
Cathay are the Kings & Queens of dangling the carrot of false hope. RP's, bases, housing, you name it. NOTHING has changed in my time here, outside of a few meagre pay rises. Get out before you become a prisoner of seniority! You will never look back.
Join Date: Sep 2017
Location: Europe
Posts: 1,674
Likes: 0
Received 0 Likes
on
0 Posts
A stay of execution but it’s going to be a very stressful year.
Pilots the world over in recent decades were confronted with concessions each and every contract.
The predication of this model of bargaining has always been unlimited supply.
Horizon Air (US Alaskan subsidiary) drove labour unit so low they lacked sufficient pilots, losing 30% of their summer schedule.
Flying these routes isn’t some ancillary or side business for Horizon. It’s the only business it is in. Canceling flights is damaging to your brand and your company’s long-term prospects—it alienates and annoys customers who have already purchased tickets. And it’s damaging to your short-term profits. You’re in the business of moving people from point A to point B, the more you can move the better. You’re already committed to pay for the overhead—the planes, insurance, the gate slots at airports, the maintenance, and the ground crews. You need volume to be as high as it can. Choosing not to run flights that have paying passengers is an enormous own goal. It’s the equivalent of Starbucks deciding not to open several hundred stores for which it is paying rent because it doesn’t have enough managers.
Pure genius is what the business schools churn out..
Yep, all they have done is kicked the can down the road to get them through the holiday season.
They'll be back.
They'll be back.
Join Date: Mar 2008
Location: London
Posts: 1,539
Likes: 0
Received 0 Likes
on
0 Posts
You highlight a good case history in the story regarding Horizon Airlines. Their management (much like ours) didn't see that the circumstances of 'supply and demand' when it came to pilots was changing dramatically, and the same arrogant and disrespectful treatment of their pilots finally resulted in mass resignations (many jobs to go to) and no one bothering to show up for the classes they were desperately trying to fill. Result: parked aircraft, an even higher resignation rate (due the remaining pilots having to work too hard) and angry customers (and regulators). Horizon almost put themselves out of business, because their management, JUST LIKE OURS seemed to think that aircraft could operate themselves. Another group of bean counters bringing down a once viable company. Genius.
Join Date: Aug 2008
Location: Polar Route
Posts: 5
Likes: 0
Received 0 Likes
on
0 Posts
It’s really just a lack of creativity. If these airline (#fake) managers and directors spent half the time they do trying to extract productive employee concessions to improving the product and subsequent revenue flows, CX would be billions of dollars ahead, but they simply don’t know how so they just come after us instead.
PS - Horizon Air was once considered the very best US regional airline to work for and fly on. Look at them now, bottom of the barrel. Is this CX’s future too?
PS - Horizon Air was once considered the very best US regional airline to work for and fly on. Look at them now, bottom of the barrel. Is this CX’s future too?
Join Date: Sep 2017
Location: Europe
Posts: 1,674
Likes: 0
Received 0 Likes
on
0 Posts
Horizon almost put themselves out of business, because their management, JUST LIKE OURS seemed to think that aircraft could operate themselves. Another group of bean counters bringing down a once viable company. Genius.
MBA programs the world over have churned out 'business administrators'
If you have ever witnessed an MBA program it is truly something to behold:
ZERO understanding of operational context, work flows or process.
They bunker themselves down away from others and drive unit costs down.
It is probably something when the history of our age is written that is cited as a contributor to just how the west lost its way..
Join Date: Mar 2008
Location: London
Posts: 1,539
Likes: 0
Received 0 Likes
on
0 Posts
It's funny (in a pathetic sort of way) how the companies that perceive themselves 'The Best' then go onto translating that into abuse of their employees. It always ends badly for the employees, and eventually, the company. Another case in point. Once in a while a manager 'gets it', such as the previously mentioned Gordon Bethune and Herb Kelleher, who focused on the well being and welfare of their employees, knowing that was the secret to a success in the 'people' business. A side note to TO, those are the examples that you should be emulating when it comes to personnel decisions. Not Attila the Hun. At the moment we are dealing with Attila. Every tyrant ends the same way, or has not AT and RH read their history? I want my 13th month Anna, so we can do this the easy way, or the hard way. Your choice....
Join Date: Sep 2017
Location: Europe
Posts: 1,674
Likes: 0
Received 0 Likes
on
0 Posts
Every tyrant ends the same way
The Romans made their versions of the same errors, so did ancient Greece..
The is no human exceptionalism, just wash rinse and repeat.
Herb excelled at people, so did Gordon Bethune and I would add Rob Fyfe to that list.
To me Herb Kelleher is the apex of what differentiates good companies from great ones: it is leadership and humbleness.
“Power should be reserved for weightlifting and boats, and leadership really involves responsibility.”
“A company is stronger if it is bound by love rather than by fear.”
Says it all really. Abandoning their dark ways would see a whole lot of people out of work concocting secret names for 'Project this' or 'Operation that'
Join Date: Mar 2008
Location: London
Posts: 1,539
Likes: 0
Received 0 Likes
on
0 Posts
It has always fascinated me how two groups of managers in the same business can evolve in such different ways. Ultimately it comes down to decency, moral values and a deeper insight into their own souls. In particular, it comes down to the ability to put others before yourself. Needless to say, our managers miss all of those points completely, as they are completely self-serving and ultimately greedy and selfish individuals. They cannot see past their own deep narcissism. Leaders like Bethune and Kelleher came from a better make-up of humanity, and realised that other people mattered as much as they did. They also had the insight to appreciate that if you treat people well, show them respect and empower them to do their jobs properly in a positive and happy work environment, you will attain all the success and reward you seek. One group attempts to do so on the backs of their employees (CX), the other does so by helping carry their employees on the journey (SW and CO). Two diametrically opposed philosophies in the same industry. Quite telling to see which one has risen to the top. Of course, a main trait of a narcissist is that they are incapable of introspection and self-critical evaluation. It's always 'someone else's ' fault. As I mentioned in another post, AT and RH could be slapped on the side of the head by Kelleher and they would still not realise the character and success of the man. That is the tragedy of CX. When I joined they were more like Southwest. At least they showed the employees they were valued and respected. Now, they treat us with contempt. Can't understand why this airline is in such chaos 
Join Date: Sep 2014
Location: Asia
Posts: 130
Likes: 0
Received 0 Likes
on
0 Posts
Great thread. Best one I’ve read here for ages. I’m sure Traf’s info was right about trainers stating they would quit training etc if their housing was touched. The actual numbers of people involved in this “not a threat but a promise” would be fascinating. We may well have many of the C&Ts to thank. It’s also the only time I’ve seen CX up against an actual shortage of quality pilots. It had to happen sometime.
Join Date: Mar 2008
Location: London
Posts: 1,539
Likes: 0
Received 0 Likes
on
0 Posts
Just finished a chat with a C and T colleague. To quote: " I am still resigning, as they will attack us after the holidays anyway, and I can't forgive or forget what they've just done with the 13th month". I am sure most of them are thinking the exact same way. Time to ramp up the pressure to '11'.
Join Date: Mar 2008
Location: London
Posts: 1,539
Likes: 0
Received 0 Likes
on
0 Posts
And AT, I am actively canvassing all my former C and T colleagues to show some backbone and throw their full support behind the effort to reestablish a proper level of respect and contractual value. So far, NOT A SINGLE ONE I HAVE SPOKEN WITH has indicated they are planning on remaining in C and T. They are beyond fed-up. They are disgusted by the abject insult and contempt shown with the 13th month decision. You and the rest of your managers have a very small window to reverse that decision and pay the FULL 13th month (never mind the paltry $35K). Most of us can (and will) cost you that $35K in a few flights just on fuel alone (and that is now a given and non-negotiable). And your decision to 'delay' the housing change is seen for what it is, a false flag event to distract us from what you are planning regarding our pensions, medical, salaries and...eventually, housing (again). We will take action over the holidays to remind you of our worth. Never mind all the other things we have individually planned to unleash against you and this company's willful attacks on us. And please don't forget, nearly all of the middle seniority pilots in this airline are actively looking to get as far away from you as they can, and establish careers back home with a company that actually demonstrate corporate sanity. You will be the last one left here, so don't forget to turn out the lights when you leave.
Join Date: Apr 2008
Location: On the road
Posts: 160
Likes: 0
Received 0 Likes
on
0 Posts
Perhaps it is a positive thing. The “anti” personnel department toadies have finally been told to pull their heads is by the Higher Ups. A change in approach brought about by the realizations described above?
Or not.
Or not.
Join Date: Oct 2017
Location: Vancouver
Posts: 152
Likes: 0
Received 0 Likes
on
0 Posts
Tom Owen's piece on Yammar attempting to explain his rationale for excluding Level D employees from the discretionary payment was to say the least very poor and an astonishing reflection on CX senior management and their total lack of employee awareness.
He stated ( incorrectly ) that Level D employees received annual increments and this compensated for the non payment of the 13th month. What he failed to add was that Level D office employees have no cap on this increment whereas pilots are capped after 17 years.
So any captain with 17+ years in the LHS was excluded from both the 13th month and incremental increase and so received nothing. His explanation actually contradicts itself unless he plans to pay the 35K to the 100 or so captains who fall in this group. If not then this is discrimination pure and simple and should be challenged in court.
This own goal in one single act of stupidity and greed has alienated every single captain in the company and does not bode well for 2018.
And all this from the director of people.
He stated ( incorrectly ) that Level D employees received annual increments and this compensated for the non payment of the 13th month. What he failed to add was that Level D office employees have no cap on this increment whereas pilots are capped after 17 years.
So any captain with 17+ years in the LHS was excluded from both the 13th month and incremental increase and so received nothing. His explanation actually contradicts itself unless he plans to pay the 35K to the 100 or so captains who fall in this group. If not then this is discrimination pure and simple and should be challenged in court.
This own goal in one single act of stupidity and greed has alienated every single captain in the company and does not bode well for 2018.
And all this from the director of people.
Join Date: Mar 2008
Location: London
Posts: 1,539
Likes: 0
Received 0 Likes
on
0 Posts
I am one of those 100 or so Captains, and yes, I took great offense to the mindless drivel disseminated by Tom. Once again, this company's managers are clueless as to the facts and the staff they manage. That is why I have no respect for them. They are interlopers here for one thing and one thing only: their piece of the management pie. Regardless, the 13th month insult was an outright declaration of their contempt for me, something I will be returning to them with a 'bow' nicely tied around it. Watch this space, FAR more to come. (and like I said in an earlier post, he should have just kept his mouth shut)
Join Date: Mar 2013
Location: HK
Posts: 122
Likes: 0
Received 0 Likes
on
0 Posts
And AT, I am actively canvassing all my former C and T colleagues to show some backbone and throw their full support behind the effort to reestablish a proper level of respect and contractual value. So far, NOT A SINGLE ONE I HAVE SPOKEN WITH has indicated they are planning on remaining in C and T
Did C&T resign at the implementation of B scale ? No.
Resign after the ‘49ers debacle ? No.
Resign after the “forced” Special Leave Scheme” ? No.
There are a lot more examples that others can remember and quote where C&T did not step fwd and resign from C&T. One or two - yes - but never was and never will be the amount required.
Just have to wait and see. I doubt I am wrong.