Emirates Payrise
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777-200LR.
Don’t bother trying to prove these guys/gals from EK wrong you will lose as you can see.
Don’t bother trying to prove these guys/gals from EK wrong you will lose as you can see.
No one here is approving EK management but to think that this is not happening industry wide is either naive or ignorant.
Atlas Air Prevails in Court Ruling Against Pilot Union for Illegal Slowdown
https://finance.yahoo.com/news/atlas...-sh&soc_trk=ma
Felixthepussycat,
Looks like even with their voting powers and union backing you talk of, its back to work and shut up. Not even a crash could get them a payrise. Now where have I heard that before??
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Dubai is a very stressful environment to live and EK is a very stressful place to work. What I find disturbing is the number of guys planning on working til 65 !!! They ignore the warning signs that they are killing themselves.
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A comparison of which airline is the worse for cutting terms and conditions or which behavior towards their employees is more abhorrent etc., is futile without a detailed examination of many factors. No one has enough access to make an accurate assessment. Besides what is gained apart from perhaps a list of employers one should avoid?
The fact is that industry-wide the T&C have been radically eroded in the airline industry. And indeed in many other industries. The entire fabric of corporate behavior has changed, putting the interests of shareholders and executives in direct conflict with those of the employees with devastating social implications for the immediate stakeholders and indeed the public at large. The Boeing 737 Max fiasco is a glaring example. As the regulators are in the pockets of corporates it is therefore not surprising that they are not looking further afield to see how endemic this is in the entire industry, though with differing manifestations.
One only has to look at France Telecom whose executives are on trial for murder because of their systematic abuse of employees leading to 35 suicides, to see how far individuals will go to protect their bonuses. (See WSJ) And they had a union for all the use it was to the 35 driven to such desperation. Imagine the implications of this in the airline industry. Thankfully we are not there.
In our own sphere however, I feel that the pilots themselves must take some responsibility. One does not need a union to retain T&C and slow the erosion. Much is in the hands of the employees themselves if they are smart, professional and diligent. We have allowed ourselves to be manipulated and marginalized often without a murmur of dissent and in some cases with groups working in direct conflict to enable their employers to divide and conquer with ease.
Obviously many of us cannot directly confront the employers on an individual basis. But through small acts of sensibly based passive resistance we can demonstrate that some changes are simply not worth the trouble, some cleverly introduced erosion should be rescinded, or some historic assumptions should be reconsidered.
I am often amazed at pilots who come to work clearly sick or fatigued. When queried they express the opinion that they will be victimized for reporting unfit. In my experience that is unlikely unless they themselves have been abusing the system. Aside from that ,there are in fact many remedies to this.
Primarily, it is unprofessional and unfair to do this. Sickness, if genuine can be validated by medical practitioners giving the company a headache if this leads to disciplinary action. Many call in sick if they are in fact tired or fatigued. In my own company these are handled quite differently though most do not know the subtle differences. The company itself has skewed the process to muddy the waters. My company calls fatigue "sickness" using essentially the same rostering codes for the two. Ridiculous really, as they are not remotely the same thing. But convenient to hide the fatigue aspects in the sickness statistics from the regulator to prevent interference in ever increasing duty times.
One is either sick or fatigued, yet many will report sick when in fact they are fatigued, playing directly into the company’s agenda. These days the fatigue itself can often be validated with modern Apps, the model of which is exactly what the company FRMS itself uses. A good record of duties and appropriate screenshots would be enough to rebut any future queries. Insist on a printout from the company FRMS for future use.
In many instances, pilots avoid putting in fatigue reports when this occurs during a duty. Either through fear of reprisal or sheer laziness. Enough reports on the actual duties that are a step too far will soon see the company make changes. It always has. The managers do not want a trail of evidence leading to their inaction.
Pilots do not bother writing about the obvious abuses in duty times. One instance is likely to be ignored but a couple of hundred will not. This only represents a small percentage of the pilot contingent. Duty times before blocks off were extended to more realistic values through mass protest and some judicious use of media. We still have the same duty time after blocks on which falls way short of the reality. However it is seldom mentioned. I guarantee a few hundred polite emails on the inadequacy of these timings would see change. I can also be confident few have the skills or are too timorous to do this despite the fact they would not be victimized.
Pilots return from leave and fly compressed rosters, clearly fatigued in the process, without doing the right thing and using the tools available to avoid this happening. At the same time they allow themselves to be taken advantage of economically. Have they no self-worth at all?
If one does not take the time to logically, unemotionally and politely, put in writing the failures and dangers of the various systems that govern us, one can hardly be surprised when the management assume all is well and push the limits a bit harder. In many instances they actively encourage us to do this to have the data to show the executives in order to drive through the changes. Yet many do nothing. They might speak up at some forum which is nothing more than egotistical venting as there is no written trail so feared by the top.
No one has earned the right to comment on Pprune unless they have done all they can in their sphere to resist stupidity and officially document their objection to irrational and dangerous changes.
“The only thing necessary for the triumph of evil is for good men to do nothing.”
The fact is that industry-wide the T&C have been radically eroded in the airline industry. And indeed in many other industries. The entire fabric of corporate behavior has changed, putting the interests of shareholders and executives in direct conflict with those of the employees with devastating social implications for the immediate stakeholders and indeed the public at large. The Boeing 737 Max fiasco is a glaring example. As the regulators are in the pockets of corporates it is therefore not surprising that they are not looking further afield to see how endemic this is in the entire industry, though with differing manifestations.
One only has to look at France Telecom whose executives are on trial for murder because of their systematic abuse of employees leading to 35 suicides, to see how far individuals will go to protect their bonuses. (See WSJ) And they had a union for all the use it was to the 35 driven to such desperation. Imagine the implications of this in the airline industry. Thankfully we are not there.
In our own sphere however, I feel that the pilots themselves must take some responsibility. One does not need a union to retain T&C and slow the erosion. Much is in the hands of the employees themselves if they are smart, professional and diligent. We have allowed ourselves to be manipulated and marginalized often without a murmur of dissent and in some cases with groups working in direct conflict to enable their employers to divide and conquer with ease.
Obviously many of us cannot directly confront the employers on an individual basis. But through small acts of sensibly based passive resistance we can demonstrate that some changes are simply not worth the trouble, some cleverly introduced erosion should be rescinded, or some historic assumptions should be reconsidered.
I am often amazed at pilots who come to work clearly sick or fatigued. When queried they express the opinion that they will be victimized for reporting unfit. In my experience that is unlikely unless they themselves have been abusing the system. Aside from that ,there are in fact many remedies to this.
Primarily, it is unprofessional and unfair to do this. Sickness, if genuine can be validated by medical practitioners giving the company a headache if this leads to disciplinary action. Many call in sick if they are in fact tired or fatigued. In my own company these are handled quite differently though most do not know the subtle differences. The company itself has skewed the process to muddy the waters. My company calls fatigue "sickness" using essentially the same rostering codes for the two. Ridiculous really, as they are not remotely the same thing. But convenient to hide the fatigue aspects in the sickness statistics from the regulator to prevent interference in ever increasing duty times.
One is either sick or fatigued, yet many will report sick when in fact they are fatigued, playing directly into the company’s agenda. These days the fatigue itself can often be validated with modern Apps, the model of which is exactly what the company FRMS itself uses. A good record of duties and appropriate screenshots would be enough to rebut any future queries. Insist on a printout from the company FRMS for future use.
In many instances, pilots avoid putting in fatigue reports when this occurs during a duty. Either through fear of reprisal or sheer laziness. Enough reports on the actual duties that are a step too far will soon see the company make changes. It always has. The managers do not want a trail of evidence leading to their inaction.
Pilots do not bother writing about the obvious abuses in duty times. One instance is likely to be ignored but a couple of hundred will not. This only represents a small percentage of the pilot contingent. Duty times before blocks off were extended to more realistic values through mass protest and some judicious use of media. We still have the same duty time after blocks on which falls way short of the reality. However it is seldom mentioned. I guarantee a few hundred polite emails on the inadequacy of these timings would see change. I can also be confident few have the skills or are too timorous to do this despite the fact they would not be victimized.
Pilots return from leave and fly compressed rosters, clearly fatigued in the process, without doing the right thing and using the tools available to avoid this happening. At the same time they allow themselves to be taken advantage of economically. Have they no self-worth at all?
If one does not take the time to logically, unemotionally and politely, put in writing the failures and dangers of the various systems that govern us, one can hardly be surprised when the management assume all is well and push the limits a bit harder. In many instances they actively encourage us to do this to have the data to show the executives in order to drive through the changes. Yet many do nothing. They might speak up at some forum which is nothing more than egotistical venting as there is no written trail so feared by the top.
No one has earned the right to comment on Pprune unless they have done all they can in their sphere to resist stupidity and officially document their objection to irrational and dangerous changes.
“The only thing necessary for the triumph of evil is for good men to do nothing.”
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A good post Pixy but I feel I need to comment on one part though:
Sickness that has been certified by an AME has in the past, been used as an excuse to delay a command course for an F/O. We have often heard about colleagues who are summoned for a 'chat' on the third floor about their certified sickness. When it comes to managing sickness, the company appear to be incredibly shortsighted and simply view the employee as being less productive than they should be, instead of initially considering exactly why the employee was marked sick.
I am often amazed at pilots who come to work clearly sick or fatigued. When queried they express the opinion that they will be victimized for reporting unfit. In my experience that is unlikely unless they themselves have been abusing the system. Aside from that ,there are in fact many remedies to this.
Primarily, it is unprofessional and unfair to do this. Sickness, if genuine can be validated by medical practitioners giving the company a headache if this leads to disciplinary action.
Primarily, it is unprofessional and unfair to do this. Sickness, if genuine can be validated by medical practitioners giving the company a headache if this leads to disciplinary action.
short flights long nights
Sorry to hop in here., But Emma makes a very valid point.
Also Pixy.. I lost count of the wash ups I sat through with people complaining about rosters and fatigue, management furiously taking notes and saying ‘ things will be done’.. and nothing ever was.
I do agree with most of what you post Pixie.. however, I found this interesting, regarding the downward spiral of T and C world wide.
There is is an interesting conversation going on in the Oz forum regarding the new QF EBA. QF Shorthaul FOS are ( for what ever reason) posting actual payslips showing annual income above $200000 AUD. One Jetstar FO posted, that for 608 hours stick hours in the financial year, his gross was around $180000 AUD.
Im betting that ANY line pilot in EK that ‘ only flew ‘ 608 hours in a year, would be having a cup of hot water., no tea or biscuits.
i don’t think how many reports people write.. nothing will change. EK is determined, and has been for years now, to bleed their pilots dry, and then discard them.
( And I don’t believe what the EK package is now, even comes close to remnuerating the work a EK pilot does)
Also Pixy.. I lost count of the wash ups I sat through with people complaining about rosters and fatigue, management furiously taking notes and saying ‘ things will be done’.. and nothing ever was.
I do agree with most of what you post Pixie.. however, I found this interesting, regarding the downward spiral of T and C world wide.
There is is an interesting conversation going on in the Oz forum regarding the new QF EBA. QF Shorthaul FOS are ( for what ever reason) posting actual payslips showing annual income above $200000 AUD. One Jetstar FO posted, that for 608 hours stick hours in the financial year, his gross was around $180000 AUD.
Im betting that ANY line pilot in EK that ‘ only flew ‘ 608 hours in a year, would be having a cup of hot water., no tea or biscuits.
i don’t think how many reports people write.. nothing will change. EK is determined, and has been for years now, to bleed their pilots dry, and then discard them.
( And I don’t believe what the EK package is now, even comes close to remnuerating the work a EK pilot does)
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A comparison of which airline is the worse for cutting terms and conditions or which behavior towards their employees is more abhorrent etc., is futile without a detailed examination of many factors. No one has enough access to make an accurate assessment. Besides what is gained apart from perhaps a list of employers one should avoid?
The fact is that industry-wide the T&C have been radically eroded in the airline industry. And indeed in many other industries. The entire fabric of corporate behavior has changed, putting the interests of shareholders and executives in direct conflict with those of the employees with devastating social implications for the immediate stakeholders and indeed the public at large. The Boeing 737 Max fiasco is a glaring example. As the regulators are in the pockets of corporates it is therefore not surprising that they are not looking further afield to see how endemic this is in the entire industry, though with differing manifestations.
One only has to look at France Telecom whose executives are on trial for murder because of their systematic abuse of employees leading to 35 suicides, to see how far individuals will go to protect their bonuses. (See WSJ) And they had a union for all the use it was to the 35 driven to such desperation. Imagine the implications of this in the airline industry. Thankfully we are not there.
In our own sphere however, I feel that the pilots themselves must take some responsibility. One does not need a union to retain T&C and slow the erosion. Much is in the hands of the employees themselves if they are smart, professional and diligent. We have allowed ourselves to be manipulated and marginalized often without a murmur of dissent and in some cases with groups working in direct conflict to enable their employers to divide and conquer with ease.
Obviously many of us cannot directly confront the employers on an individual basis. But through small acts of sensibly based passive resistance we can demonstrate that some changes are simply not worth the trouble, some cleverly introduced erosion should be rescinded, or some historic assumptions should be reconsidered.
I am often amazed at pilots who come to work clearly sick or fatigued. When queried they express the opinion that they will be victimized for reporting unfit. In my experience that is unlikely unless they themselves have been abusing the system. Aside from that ,there are in fact many remedies to this.
Primarily, it is unprofessional and unfair to do this. Sickness, if genuine can be validated by medical practitioners giving the company a headache if this leads to disciplinary action. Many call in sick if they are in fact tired or fatigued. In my own company these are handled quite differently though most do not know the subtle differences. The company itself has skewed the process to muddy the waters. My company calls fatigue "sickness" using essentially the same rostering codes for the two. Ridiculous really, as they are not remotely the same thing. But convenient to hide the fatigue aspects in the sickness statistics from the regulator to prevent interference in ever increasing duty times.
One is either sick or fatigued, yet many will report sick when in fact they are fatigued, playing directly into the company’s agenda. These days the fatigue itself can often be validated with modern Apps, the model of which is exactly what the company FRMS itself uses. A good record of duties and appropriate screenshots would be enough to rebut any future queries. Insist on a printout from the company FRMS for future use.
In many instances, pilots avoid putting in fatigue reports when this occurs during a duty. Either through fear of reprisal or sheer laziness. Enough reports on the actual duties that are a step too far will soon see the company make changes. It always has. The managers do not want a trail of evidence leading to their inaction.
Pilots do not bother writing about the obvious abuses in duty times. One instance is likely to be ignored but a couple of hundred will not. This only represents a small percentage of the pilot contingent. Duty times before blocks off were extended to more realistic values through mass protest and some judicious use of media. We still have the same duty time after blocks on which falls way short of the reality. However it is seldom mentioned. I guarantee a few hundred polite emails on the inadequacy of these timings would see change. I can also be confident few have the skills or are too timorous to do this despite the fact they would not be victimized.
Pilots return from leave and fly compressed rosters, clearly fatigued in the process, without doing the right thing and using the tools available to avoid this happening. At the same time they allow themselves to be taken advantage of economically. Have they no self-worth at all?
If one does not take the time to logically, unemotionally and politely, put in writing the failures and dangers of the various systems that govern us, one can hardly be surprised when the management assume all is well and push the limits a bit harder. In many instances they actively encourage us to do this to have the data to show the executives in order to drive through the changes. Yet many do nothing. They might speak up at some forum which is nothing more than egotistical venting as there is no written trail so feared by the top.
No one has earned the right to comment on Pprune unless they have done all they can in their sphere to resist stupidity and officially document their objection to irrational and dangerous changes.
“The only thing necessary for the triumph of evil is for good men to do nothing.”
The fact is that industry-wide the T&C have been radically eroded in the airline industry. And indeed in many other industries. The entire fabric of corporate behavior has changed, putting the interests of shareholders and executives in direct conflict with those of the employees with devastating social implications for the immediate stakeholders and indeed the public at large. The Boeing 737 Max fiasco is a glaring example. As the regulators are in the pockets of corporates it is therefore not surprising that they are not looking further afield to see how endemic this is in the entire industry, though with differing manifestations.
One only has to look at France Telecom whose executives are on trial for murder because of their systematic abuse of employees leading to 35 suicides, to see how far individuals will go to protect their bonuses. (See WSJ) And they had a union for all the use it was to the 35 driven to such desperation. Imagine the implications of this in the airline industry. Thankfully we are not there.
In our own sphere however, I feel that the pilots themselves must take some responsibility. One does not need a union to retain T&C and slow the erosion. Much is in the hands of the employees themselves if they are smart, professional and diligent. We have allowed ourselves to be manipulated and marginalized often without a murmur of dissent and in some cases with groups working in direct conflict to enable their employers to divide and conquer with ease.
Obviously many of us cannot directly confront the employers on an individual basis. But through small acts of sensibly based passive resistance we can demonstrate that some changes are simply not worth the trouble, some cleverly introduced erosion should be rescinded, or some historic assumptions should be reconsidered.
I am often amazed at pilots who come to work clearly sick or fatigued. When queried they express the opinion that they will be victimized for reporting unfit. In my experience that is unlikely unless they themselves have been abusing the system. Aside from that ,there are in fact many remedies to this.
Primarily, it is unprofessional and unfair to do this. Sickness, if genuine can be validated by medical practitioners giving the company a headache if this leads to disciplinary action. Many call in sick if they are in fact tired or fatigued. In my own company these are handled quite differently though most do not know the subtle differences. The company itself has skewed the process to muddy the waters. My company calls fatigue "sickness" using essentially the same rostering codes for the two. Ridiculous really, as they are not remotely the same thing. But convenient to hide the fatigue aspects in the sickness statistics from the regulator to prevent interference in ever increasing duty times.
One is either sick or fatigued, yet many will report sick when in fact they are fatigued, playing directly into the company’s agenda. These days the fatigue itself can often be validated with modern Apps, the model of which is exactly what the company FRMS itself uses. A good record of duties and appropriate screenshots would be enough to rebut any future queries. Insist on a printout from the company FRMS for future use.
In many instances, pilots avoid putting in fatigue reports when this occurs during a duty. Either through fear of reprisal or sheer laziness. Enough reports on the actual duties that are a step too far will soon see the company make changes. It always has. The managers do not want a trail of evidence leading to their inaction.
Pilots do not bother writing about the obvious abuses in duty times. One instance is likely to be ignored but a couple of hundred will not. This only represents a small percentage of the pilot contingent. Duty times before blocks off were extended to more realistic values through mass protest and some judicious use of media. We still have the same duty time after blocks on which falls way short of the reality. However it is seldom mentioned. I guarantee a few hundred polite emails on the inadequacy of these timings would see change. I can also be confident few have the skills or are too timorous to do this despite the fact they would not be victimized.
Pilots return from leave and fly compressed rosters, clearly fatigued in the process, without doing the right thing and using the tools available to avoid this happening. At the same time they allow themselves to be taken advantage of economically. Have they no self-worth at all?
If one does not take the time to logically, unemotionally and politely, put in writing the failures and dangers of the various systems that govern us, one can hardly be surprised when the management assume all is well and push the limits a bit harder. In many instances they actively encourage us to do this to have the data to show the executives in order to drive through the changes. Yet many do nothing. They might speak up at some forum which is nothing more than egotistical venting as there is no written trail so feared by the top.
No one has earned the right to comment on Pprune unless they have done all they can in their sphere to resist stupidity and officially document their objection to irrational and dangerous changes.
“The only thing necessary for the triumph of evil is for good men to do nothing.”
We are our own worst enemy.
OW
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Beware boys and girls, a certain powerful lady on the third floor examines fatigue related reports, checks for roster swaps before and after - and if any time of rest was infringed due swap - regardless of relevance, is threatening to remove swap function from said pilot. Sly tactics.
As to disciplinary action to those who have been ordered not to fly by an AME (delayed upgrade, harassment meetiing etc)...karma will visit this third floor with such a hammer blow ...when the inevitable crash comes.
And I and many others will become willing consultants for plaintiffs lawyers, foreign CAA’s, victims families...you name it.
The onion will be peeled ...just wait.
Unfortunately death will be the elixir.
As to disciplinary action to those who have been ordered not to fly by an AME (delayed upgrade, harassment meetiing etc)...karma will visit this third floor with such a hammer blow ...when the inevitable crash comes.
And I and many others will become willing consultants for plaintiffs lawyers, foreign CAA’s, victims families...you name it.
The onion will be peeled ...just wait.
Unfortunately death will be the elixir.
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Decline in T&Cs goes much wider than aviation. I remember in the early 2000s, my dad was a police constable at the top of his scale earning £42k. My mum was a clerical worker earning £20k on a part time NHS contract; that’s the equivalent of £67k and £32k respectively in today’s money.
Today the top of the police constable scale is £38k and a full time clerical worker in the NHS still earns £20k max. Leave allocation has reduced and final salary pensions are gone.
There are a lot of reasons for the pathetic levels remuneration across the developed world today; corporate & individual greed, increasing population & reducing workforce, over regulation, decline of the west... the list is endless and I think the snowball has got too big to stop.
I fear the only way to succeed in life is to plot your own career path, accept that there will be many twists and turns in your life, accept that you cannot rely on any single organisation to provide you with a living and just make the most of what life throws at you.
Its a brave new new world we live in, those who succeed will be those who can adapt. Sitting around looking back into the past with rose tinted glasses is not going to get you anywhere.
Today the top of the police constable scale is £38k and a full time clerical worker in the NHS still earns £20k max. Leave allocation has reduced and final salary pensions are gone.
There are a lot of reasons for the pathetic levels remuneration across the developed world today; corporate & individual greed, increasing population & reducing workforce, over regulation, decline of the west... the list is endless and I think the snowball has got too big to stop.
I fear the only way to succeed in life is to plot your own career path, accept that there will be many twists and turns in your life, accept that you cannot rely on any single organisation to provide you with a living and just make the most of what life throws at you.
Its a brave new new world we live in, those who succeed will be those who can adapt. Sitting around looking back into the past with rose tinted glasses is not going to get you anywhere.
Beware boys and girls, a certain powerful lady on the third floor examines fatigue related reports, checks for roster swaps before and after - and if any time of rest was infringed due swap - regardless of relevance, is threatening to remove swap function from said pilot. Sly tactics.
Correct me if I’m wrong - you’re saying that a pilot swaps into “fatiguing duties” and then puts in a fatigue report and is surprised that the company objects?
If I’ve understood this correctly then it’s reasonable to assume that this would happen anywhere because clearly the individual concerned is taking the piss.
No need to be rude champ. I asked for your clarification.
You said “if any time of rest is infringed due swap”. So what does this mean then? Have you swapped into a duty that infringes on your rest period(s) or not?
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The swap system is fully automated and uses FTL criteria plus a company created buffer for rest periods and flying hour limits. Therefore any swap that is made, will be comfortably within FTL limits. I think my colleague is trying to highlight a scenario when a swap is made, that simply reduces your rest period.
The swap system is fully automated and uses FTL criteria plus a company created buffer for rest periods and flying hour limits. Therefore any swap that is made, will be comfortably within FTL limits. I think my colleague is trying to highlight a scenario when a swap is made, that simply reduces your rest period.
I'm not sure where I sit on that one then. I can see both sides of the argument.
Cheers.
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Fatigue isn’t a one off thing, that is tiredness. Fatigue is cumulative, and if the swaps are within the FTL program and your reporting fatigue then the system is broken. The flight crew are fatigued due to long term cumulatively fatiguing rosters and this is the problem, not a swap here and there within FTL’s to make a roster slightly more bearable.
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Fatigue isn’t a one off thing, that is tiredness. Fatigue is cumulative, and if the swaps are within the FTL program and your reporting fatigue then the system is broken. The flight crew are fatigued due to long term cumulatively fatiguing rosters and this is the problem, not a swap here and there within FTL’s to make a roster slightly more bearable.
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Yet by you you staying at EK you ARE approving of management actions towards its pilots. You are part of the problem.
I might be ignorant at times but to suggest this is happening worldwide is off base. Delta is demanding a 30% raise in their opener and this on top of their Industry leading pay rates to say nothing of their contract terms.
AA and QF will get nice raises too in the immediate future.
You are what you demand.
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Yet by you you staying at EK you ARE approving of management actions towards its pilots. You are part of the problem.
I might be ignorant at times but to suggest this is happening worldwide is off base. Delta is demanding a 30% raise in their opener and this on top of their Industry leading pay rates to say nothing of their contract terms.
AA and QF will get nice raises too in the immediate future.
You are what you demand.
To those reading this and thinking of joining, bear in mind that EK is no longer the lean and efficient money making machine it used to be. You must take into account the very real possibility that future improvements to the remuneration package may be infrequent in nature, against a backdrop of increasing living costs in what is already an expensive place to live.
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Not wanting to be seen to defend the company, since stagnant terms and conditions are a concern for us all at EK but if I may put your example into context Cerbus, QF, AA and DL all declared operating margins close to four times the size of what EK posted a few months ago in their 2018-2019 results (2.7%).
Just because our margins have shrunk is not our fault. It’s marketing and commercial fault and we shouldn’t have to suffer. I know we suffer big time but it has to end.
