EK Pay review
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Bean Counters - (In One Hand / Out of the Other)
Guys and Girls,
watching this thread with great interest !
Keep this in mind, should the annual limit rise from 900 to 1000 hours per year, along with the, as suggested on this thread, the removal of flight pay:
Current Situation:
Current Pay per Hour
(Monthly Basic Pay * 12) + (Flight Pay * 900)
--------------------------------------------
Rumoured EK Pay Review
New Payment per Hour =
(Removal of Flight Pay and increase to 1000hrs)
(New Monthly Basic Pay * 12)
-----------------------------Granted, income into the household is increased, but I wouldnt be surprised (should what has been stated on here be the the new reality), your hourly rate will have actually REDUCED !!!
Your Thoughts,
(P.S. - EASA Compliant and also in accordance with authorities around the globe?) any complications?
(P.P.S - Inflation in the Middle East)
watching this thread with great interest !
Keep this in mind, should the annual limit rise from 900 to 1000 hours per year, along with the, as suggested on this thread, the removal of flight pay:
Current Situation:
Current Pay per Hour
(Monthly Basic Pay * 12) + (Flight Pay * 900)
--------------------------------------------
900
Rumoured EK Pay Review
New Payment per Hour =
(Removal of Flight Pay and increase to 1000hrs)
(New Monthly Basic Pay * 12)
-----------------------------
1000
Your Thoughts,
(P.S. - EASA Compliant and also in accordance with authorities around the globe?) any complications?
(P.P.S - Inflation in the Middle East)
Join Date: May 2013
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BYMONEK, that's understood and thanks for that, well said. Last word is that I simply questioned the benefit to the individual. If you take pride in CDAs then do it. Personally I get no pride or satisfaction from them but mabe thats just me. That said, I do them when operationally feasible as per the OM-A which "encourages" them. Maybe I've just seen too many FOs try to get it just right and get behind the plane and I'd rather stay out of the office if at all possible. Fly safe fellas.
Join Date: Apr 2009
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Well all this faffing about is starting to get old, I like others am getting a bit tired of the game, I moved my family home last year, and its been a revelation for them, much happier, settled and not battling day to day to get certain basic things resolved/solved. For me it works, but the daily uncertainty, the continual a*se covering culture, and the mentality of the "entitled" local element has helped convince me to look at pastures new. If this review process drags on much longer, I suspect my motivation will extend to accepting several interview offers.
We moan and groan as a collective group, but as individuals more of us are actively looking beyond the Desdi/Bubin hold.
We moan and groan as a collective group, but as individuals more of us are actively looking beyond the Desdi/Bubin hold.
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Shaky hands and Yourock,
That quote is a direct copy/paste from the boss's email to the masses. I don't know how or why you dispute it when it says in black and white, "profits increased to Dhs4.08 billion meeting the profit share target " His words, not mine. How's your ELP?
I never saw the video, are you saying the information in it contradicted the email??
If there IS a re-jig of the salary structure for 1000hrs, you can be sure the net per hour after all calculations are in will be a little less.
Flion, just for you - the comment on past downhill slides was about conditions, not just numbers. For example, here's a quote from 2004:
I think you would call that a "significant erosion of T&Cs" from some way back. As you can see, it's been going consistently further south for quite a while.
That quote is a direct copy/paste from the boss's email to the masses. I don't know how or why you dispute it when it says in black and white, "profits increased to Dhs4.08 billion meeting the profit share target " His words, not mine. How's your ELP?
I never saw the video, are you saying the information in it contradicted the email??
If there IS a re-jig of the salary structure for 1000hrs, you can be sure the net per hour after all calculations are in will be a little less.
Flion, just for you - the comment on past downhill slides was about conditions, not just numbers. For example, here's a quote from 2004:
The basis for calculation of productivity pay will change from Credit Hours to Scheduled Block Hours.
All duties other than flying (including leave, deadheading, personal simulators and standby) will not contribute towards productivity pay.
All duties other than flying (including leave, deadheading, personal simulators and standby) will not contribute towards productivity pay.
I think you would call that a "significant erosion of T&Cs" from some way back. As you can see, it's been going consistently further south for quite a while.
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Deadheading does count towards productivity pay. It wasn't originally but that changed. The other duties receive no credit full stop, let alone productivity!
The above 'freebie' duties are supposed to have a phantom credit attached during roster but it's either not working as planned or, more likely, ignored to increase efficiency at our expense. I've often found my roster just below the productivity threshold but there will be SEP, sim or other non credit duties rostered. That way 100-105 hours a month can be done whilst only being payed for 92.
The above 'freebie' duties are supposed to have a phantom credit attached during roster but it's either not working as planned or, more likely, ignored to increase efficiency at our expense. I've often found my roster just below the productivity threshold but there will be SEP, sim or other non credit duties rostered. That way 100-105 hours a month can be done whilst only being payed for 92.
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Greener Grass etc
As a very wise Captain said to me many years ago, "If the grass looks greener on the other side, be careful, it probably means it rains harder over there".
7B
7B
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As part of its restructuring plan for 5,000 job cuts, the Australian airline Qantas Airways has confirmed 223 drivers B767 and B747 surplus.
152 of them will be offered positions on other types of aircraft, but they have especially relocate to other cities, especially Adelaide. The decision follows an announcement there are two weeks of 475 job cuts at the call center in Melbourne and Brisbane while it consolidates the one located in Tasmania.
The restructuring plan over three years announced by the Australian national airline in February should help save $ 1.8 billion (USD) thanks again to significant changes in its fleet and network. Fifty aircraft must be removed, resold or delayed delivery as is the case for their last 8 A380, the company keeping only 7 different aircraft types.
The plan aims to stem the tide of lost its international division while restarting its internal operations. However, the greatest progress in his quest to restore profits, has so far been the decision to call a truce in the war of capacity with Virgin Australia, which resulted in a flood of additional seats on the domestic market during the two recent years.
During the first six months of fiscal 2014, the Australian airline lost 250 million Australian dollars and loss estimates for the entire year to evoke a billion Australian dollars of loss.
Interesting isn't ......
152 of them will be offered positions on other types of aircraft, but they have especially relocate to other cities, especially Adelaide. The decision follows an announcement there are two weeks of 475 job cuts at the call center in Melbourne and Brisbane while it consolidates the one located in Tasmania.
The restructuring plan over three years announced by the Australian national airline in February should help save $ 1.8 billion (USD) thanks again to significant changes in its fleet and network. Fifty aircraft must be removed, resold or delayed delivery as is the case for their last 8 A380, the company keeping only 7 different aircraft types.
The plan aims to stem the tide of lost its international division while restarting its internal operations. However, the greatest progress in his quest to restore profits, has so far been the decision to call a truce in the war of capacity with Virgin Australia, which resulted in a flood of additional seats on the domestic market during the two recent years.
During the first six months of fiscal 2014, the Australian airline lost 250 million Australian dollars and loss estimates for the entire year to evoke a billion Australian dollars of loss.
Interesting isn't ......
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After years of nondescript increments, UAE employees are eyeing a windfall in salary hikes this year. A majority of professionals in the workforce claim to have received nothing or only marginal increments last year even as official statistics show that the cost of living went up as compared to the year before.
Despite the poor show seen on the pay front in 2013, these very employees are hopeful about 2014 and believe that fatter hikes are bound to come their way. These could be as high as 15 per cent, as believed by a third (32 per cent) of UAE respondents to a poll.
The latest Mena salary survey conducted by job portal Bayt.com and market research agency, YouGov suggests that expectations of a pay-hike in the UAE are high this year despite the fact that 44 per cent of those surveyed said they didn’t receive anything in 2013 and 46 per cent are dissatisfied with their current salary.
Suhail Masri, VP of Sales, Bayt.com, believes “that salaries are not consistently keeping pace with the rising cost of living in the UAE. This seems to be a general trend across the Mena region that companies must address if they want to win today’s increasingly intense war for talent.”
Sundip Chahal, CEO of YouGov Mena, added: “Overall, employees across the Mena region seem rather dissatisfied with their salary – with a significant minority unable to save anything of their wages. Undoubtedly, employees feel short changed and in the UAE, in particular, where we see relatively low loyalty, an increase in cost of living and a presumption other employers pay more, we may see significant churn over the next year as employers struggle to match employees expectations.”
Despite the unhappiness about the average pay increments in the country, the survey shows the number of optimistic respondents higher than what an earlier online poll run by Emirates 24|7 revealed. The latter stated that UAE employees are not necessarily upbeat about their salary going up this year, too.
The poll conducted by this website showed that 47 per cent of the respondents do not expect any salary increment this year. Of the remaining 53 per cent who expect a hike speak of only moderate increments that are not reminiscent of the heydays when employees had considerable negotiating powers. It was only the minority (only 12 per cent) who expect a hike of more than 10 per cent, way less than the predicted figures by the current survey.
A general industry survey, published by HR consultancy Towers Watson in the beginning of this year, said UAE salary increases are projected to average 5 per cent and Morgan McKinley suggested salaries to grow by a 6 per cent to 8 per cent in 2014.
Despite the poor show seen on the pay front in 2013, these very employees are hopeful about 2014 and believe that fatter hikes are bound to come their way. These could be as high as 15 per cent, as believed by a third (32 per cent) of UAE respondents to a poll.
The latest Mena salary survey conducted by job portal Bayt.com and market research agency, YouGov suggests that expectations of a pay-hike in the UAE are high this year despite the fact that 44 per cent of those surveyed said they didn’t receive anything in 2013 and 46 per cent are dissatisfied with their current salary.
Suhail Masri, VP of Sales, Bayt.com, believes “that salaries are not consistently keeping pace with the rising cost of living in the UAE. This seems to be a general trend across the Mena region that companies must address if they want to win today’s increasingly intense war for talent.”
Sundip Chahal, CEO of YouGov Mena, added: “Overall, employees across the Mena region seem rather dissatisfied with their salary – with a significant minority unable to save anything of their wages. Undoubtedly, employees feel short changed and in the UAE, in particular, where we see relatively low loyalty, an increase in cost of living and a presumption other employers pay more, we may see significant churn over the next year as employers struggle to match employees expectations.”
Despite the unhappiness about the average pay increments in the country, the survey shows the number of optimistic respondents higher than what an earlier online poll run by Emirates 24|7 revealed. The latter stated that UAE employees are not necessarily upbeat about their salary going up this year, too.
The poll conducted by this website showed that 47 per cent of the respondents do not expect any salary increment this year. Of the remaining 53 per cent who expect a hike speak of only moderate increments that are not reminiscent of the heydays when employees had considerable negotiating powers. It was only the minority (only 12 per cent) who expect a hike of more than 10 per cent, way less than the predicted figures by the current survey.
A general industry survey, published by HR consultancy Towers Watson in the beginning of this year, said UAE salary increases are projected to average 5 per cent and Morgan McKinley suggested salaries to grow by a 6 per cent to 8 per cent in 2014.
I wonder if the same person that looked after our leave is now looking after the pay review. The adherence to timelines would seem to be similar.
The don
The don
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I doubt they honestly care.
It costs them nothing except for a loss of morale from the employees to keep us hanging on waiting for an announcement that may or may not change anything. And I think at this point anyone with an IQ higher then single digits knows what the higher ups care about morale.
What incentive do they have to give us a single fil increase?
Keep rowing minions! You are not going that extra mile fast enough!
It costs them nothing except for a loss of morale from the employees to keep us hanging on waiting for an announcement that may or may not change anything. And I think at this point anyone with an IQ higher then single digits knows what the higher ups care about morale.
What incentive do they have to give us a single fil increase?
Keep rowing minions! You are not going that extra mile fast enough!
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The bean counters can't measure morale and therefore it plays no part in their pay review. However, I can see the effects of that low morale costing EK money on just about every flight I operate.
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But low morale is still SOME morale in their books...besides its meaningless even if it was ZERO morale. It's not something that needs any fixing because the company makes money...or so its said.
It will require a total change of the top players to the lowest managers before any change will occur....and that will never happen.
Besides...if you don't like it you can always excerise the only right you have, the right to leave. But if you stay then you'll have to comply with the change to the bucket policy by handing in your two equal sized buckets marked **** and $, for a 45 gallon drum and thimble marked the same. (Non compliance may incur disciplinary action)
It will require a total change of the top players to the lowest managers before any change will occur....and that will never happen.
Besides...if you don't like it you can always excerise the only right you have, the right to leave. But if you stay then you'll have to comply with the change to the bucket policy by handing in your two equal sized buckets marked **** and $, for a 45 gallon drum and thimble marked the same. (Non compliance may incur disciplinary action)
Last edited by The Outlaw; 10th Jun 2014 at 13:32.
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I think quite a few are taking their equal sized buckets elsewhere. But you are quite right. The company either doesn't care, or does a good job of not showing that it cares - which amounts to the same thing.