I agree with you entirely Balus...

However, the vote for CC was with reference to pay only!

The vote for CC was for the previous pay deal which has not been agreed merely imposed:suspect:

Yes, but it was still only about pay!

Unless the pay rise numbers are staggering I'm not coming out of CC . If the numbers are as low as I think that they will be. It's time to ramp up the pressure

EUR based pilots are in CC for A days??????

HKG pilots for pay?????

Thats my way of thinking. Whatever the outcome I kinna enjoy the status quo of being in CC.

Max,
At a time when CX is breaching existing RPs with every roster publication, I think you're concentrating a little too much on the niceties of the CC mandate.
Take or leave the pay deal but please remain in CC until RP negotiations are concluded.
I hardly think that CX would have the nerve to argue the scope of our mandate, with their track history. Even if they do call 'foul play' what can they possibly do about it? Make our rosters worse? That would take some creativity at this point.

'RM

If we agree to the TA then CC stops. That's what we agreed to. You want to do your own private nonAOA CC for whatever reason, go right ahead.

As several people have already mentioned - CC (or as we used to say "Withdrawal of Enthusiasm") is a Lifestyle for ever with this lot. They comply completely with their interpretation of our Contract(s) so we should comply absolutely with it - no more - no less.
It's exactly what they deserve. Don't 'help out' ever.:{

Arfur, the only helping going on when people work G days is helping themselves. People are not going it to help the company, only their own rosters or overtime. I'm not sure it makes it any better though!

Fuel prices down staff travel massive increase. This deal is below the average inflation rate of Hong Kong.

I am staying in CC and voting the deal down.

WTF are they thinking?

Hong Kong Inflation Rate | 1981-2015 | Data | Chart | Calendar | Forecast

:ugh:

How much has staff travel gone up by?

G day compensation payments are encompassed in the RPs. Even if we come out of CC there will still be no RPs and so no G day compensation and so no incentive to work on a G day anyway. Which means the Company want us to stay in CC as they offer no incentive to come out of it and to help them by working a G day.

Rod: simple segway into the issue. Insist that ANY increase in staff travel is tied to the percentage pay increase for a given year. This year, approx 3.5% (average), therefore that is the maximum increase allowed in staff travel costs. No change to CC until then. That and numerous other issues MUST be resolved before I consider any change to CC.

CC was for the previous pay deal. Until that is mutually agreed I would expect CC to remain. This pay deal does not supersede the previous ones.:confused:

I think we all need to wake up and realise that the time is now to put on the maximum pressure possible, and not relent until EVERY issue is SATISFACTORILY resolved. Without a comprehensive agreement, covering ALL areas of major concern, we will just dissipate our advantage to an extent that whatever gains we accomplish in one area, will be given up in other areas. I don't think this pay deal is adequate. And I certainly don't want to be 'bought' off by a barely sufficient amount of money now, only for them to screw it back out of me with RP's and any other number of devious and two-faced tricks that i've seen far too many of over the years. I vote no. I don't need the money that badly. I do need a proper rostering system, staff travel system, trip bid system, medical system...etc, etc. I vote no. CC until the magnetic field flips for all I care.

Simple, if you agree to their pay deal, notify them you will be out of contract compliance immediately. Shake hands leave the room. Then request a meeting to discuss the wholesale dismantling of previously agreed rostering practices without consultation or negotiation, and notify the company that a vote on contract compliance on the issue of rostering practices will be tabled to members. Specify a day that is the minimum under the rules for notification to members for a vote. If contract compliance was specifically aimed at pay, if pay is resolved, remove it, then vote on it again for rostering, and any other issue you wish to be resolved.

A question to the NC
you spent a week discussing this ? Why ?
This is inadequate and you know it , so have you learnt yet ?

My biggest gripe is this will be accepted by the majority , and there we go no more CC and the end of any leverage we have and a continuation into the slow dissemination of our pay and contract etc etc issues.

Now is not the time to accept this as adequate .

I agree with Lowkoon.
Vote on pay and cancel CC if it passes the vote.
Then:
"Be it resolved that the HKAOA members will abide strictly with the terms of their contract until the company commit to abide by RP's as agreed between the company and the HKAOA iaw long standing custom and practice"

Have it in writing that RP's will be adhered to, remove CC, then re-negotiate RP's.

Good deal, not great. Will vote yes.
Stop cc after yes vote, for the simple reason that we have to be able to turn the tap on and off, so the company feels what its like when we're not happy/happy.

+1 on the post by OASIS above. Bang