Merged: QANTAS/ALAEA EBA
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If the heavy maint guys know what's good for them they'll be voting yes all the way, besides they don't and never have had the backbone to stand up.
You perfect ACS LAMEs have only backed their position as an excuse for your own failings
Do us all a favor and quit the bull****, you know you're weak as p!ss, we know you're weak as P!ss vote yes on the EBA and sign your doom.
The big boss knows this as IO has informed him that it is only the exec that stand in the way of this deal getting through and their days are numbered
They have played a good game but the membership are pathetic, squabbling over overtime, who'll get the next trip OS, who'll get the next course
Training Bank !!!! Let me lay it out if it's a Union idea it's never gonna get up with us, we will never bow to you.
Sign up and sign your future to us, do it now.
You perfect ACS LAMEs have only backed their position as an excuse for your own failings
Do us all a favor and quit the bull****, you know you're weak as p!ss, we know you're weak as P!ss vote yes on the EBA and sign your doom.
The big boss knows this as IO has informed him that it is only the exec that stand in the way of this deal getting through and their days are numbered
They have played a good game but the membership are pathetic, squabbling over overtime, who'll get the next trip OS, who'll get the next course
Training Bank !!!! Let me lay it out if it's a Union idea it's never gonna get up with us, we will never bow to you.
Sign up and sign your future to us, do it now.
Join Date: Nov 2007
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Thought I'd have a quick look over this way. Check your notices boys and girls HM vote just went down in big way both Bne and Mel. Thought I'd also like to explain a bit about our process and the decisions we make.
This site is regarded quite highly by the ALAEA as the feedback here is likely to reflect what we also see in secret ballot results. LAMEs can say what they feel without having their manager reported to by particular people who attend union meetings to report on the troublemakers. We also cop some flack here, some of it fair, sometimes not so but thats life.
The ALAEA know an EBA vote now would go down. The Qf ALAEA Execs met a few weeks ago to discuss this and what would be likely to get it up to the satisfaction of a large majority of members. We went around the table and a dozen different opinions came up. The one we settled for after about 4 hours of debate was the training bank. Qf were advised and a formal response will be given tomorrow. Why a training bank?
First we need to look at some problems our members, Qf LAMEs and the Industryfaces. The solution needed to satisfy all.
- we need to encourage more training because there is an acute shortage that is putting undue pressure on our people.
-our members want a future and career opportunities.
-some members just want money.
-some think that the EBA has nothing in it for them, this gives to all.
-Qf will do anything to protect the 3%, ok we will take something worth more than 5%pa and you can keep your wage policy.
-some managers think you can just let a business whittle away and then move on, I think we are in that stage and need something to stop it.
-if Qf are paying for training they may as well use it.
-If Qf then have more licences, they may as well utilise them.
The list goes on. The most important consideration of all though was the reality that we have all faced some time in our career, the golden boy treatment that others receive. It seems to be worse now than ever. We have a manager with a big bag overflowing with money from his bonus because he has taken your training away. He sits up in an office and walks around with his training/cash bag and says, come to LAMEs, I control your destiny and future and if you do as I say, I may give you a little training in return one day.
That training inevitably goes to the ones who never find anything wrong with an aircraft. When you put non engineers into these positions, they think you are a troublemaker if you find something wrong with a plane. We want more than anything out of this EBA to take that power away from those who don't know how to yield it.
Give the training equally to all. Give the overlooked cash instead if they dont get to the college of knowledge (3 weeks extra per year). Give them a free option to train elsewhere. Give them an opportunity to advance their career even if they don't live under a desk and give this country back what a select few have managed to destroy when they were appointed as holders of the bag.
cheers
This site is regarded quite highly by the ALAEA as the feedback here is likely to reflect what we also see in secret ballot results. LAMEs can say what they feel without having their manager reported to by particular people who attend union meetings to report on the troublemakers. We also cop some flack here, some of it fair, sometimes not so but thats life.
The ALAEA know an EBA vote now would go down. The Qf ALAEA Execs met a few weeks ago to discuss this and what would be likely to get it up to the satisfaction of a large majority of members. We went around the table and a dozen different opinions came up. The one we settled for after about 4 hours of debate was the training bank. Qf were advised and a formal response will be given tomorrow. Why a training bank?
First we need to look at some problems our members, Qf LAMEs and the Industryfaces. The solution needed to satisfy all.
- we need to encourage more training because there is an acute shortage that is putting undue pressure on our people.
-our members want a future and career opportunities.
-some members just want money.
-some think that the EBA has nothing in it for them, this gives to all.
-Qf will do anything to protect the 3%, ok we will take something worth more than 5%pa and you can keep your wage policy.
-some managers think you can just let a business whittle away and then move on, I think we are in that stage and need something to stop it.
-if Qf are paying for training they may as well use it.
-If Qf then have more licences, they may as well utilise them.
The list goes on. The most important consideration of all though was the reality that we have all faced some time in our career, the golden boy treatment that others receive. It seems to be worse now than ever. We have a manager with a big bag overflowing with money from his bonus because he has taken your training away. He sits up in an office and walks around with his training/cash bag and says, come to LAMEs, I control your destiny and future and if you do as I say, I may give you a little training in return one day.
That training inevitably goes to the ones who never find anything wrong with an aircraft. When you put non engineers into these positions, they think you are a troublemaker if you find something wrong with a plane. We want more than anything out of this EBA to take that power away from those who don't know how to yield it.
Give the training equally to all. Give the overlooked cash instead if they dont get to the college of knowledge (3 weeks extra per year). Give them a free option to train elsewhere. Give them an opportunity to advance their career even if they don't live under a desk and give this country back what a select few have managed to destroy when they were appointed as holders of the bag.
cheers
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Although the training bank is no substitute for actual training, this EBA is about remuneration, not a type course for everyone. Sit down with a calculator and do the sums of the training bank, especially if it accumulates over 5 years or so. A major selling point to the company about the training bank would be that it costs them NOTHING, that is until it is cashed out.
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After 20 yrs I took VR in 2006 because of no training prospects and substandard pay rises ( I wasn't a golden boy and I wasn't going to sell out my mates to get ahead).
I found a new job within two weeks and my new wage was equivelant to my base wage as a level 9 LAME ( Less money all up but I was happy as it suited me not to work nightshift or weekends after 20 yrs).
I recently recieved a pay rise of 5% plus 3 weeks pay as a bonus. This is equivelant to over 10 %. In addition to this they will pay for my course that I have enrolled in at Monash University as long as I pass. (this is in contrast to no pay rise since 1/1/2006 and no prospects of further training if I stayed as a LAME)
I loved working as a LAME and I would love to go back (new job is OK but boring- certainly not as hard as being a LAME). But I'm not going to go back for substandard money and to be treated with contempt by management.
ALAEA Fed Sec, until you address these fundamental issues you are going to haemorhage LAMES, AMES and apprentices from the industry and your own union and you will not get them back.
The membership has spoken several times by secret ballot. We all know QF management don't listen. When are the ALAEA going to act on the votes of your own membership?? How many more secret ballots do you need??
Bullies like QF only understand thing. The law of the jungle. You have the power to rip their throats out if you only have the guts to bare your teeth!!(and they know it!!)
I can only assume that Julia Gillard has been whispering sweet nothings in you ear as protracted industrial action would severely impact the economy and look very bad for the ALP soon after gaining power. You seem to have gone very soft since the ALP won the last election.
Eyeing off a position in the ALP now that you no longer work for QF?? Maybe that's a bit harsh as your leadership has been a vast improvement on your predecessors.
The members have spoken. Will you lead them???????????????????????????????????????????????????????? ???????????????????????????????????????????????????????????? ????????????????????????????
I found a new job within two weeks and my new wage was equivelant to my base wage as a level 9 LAME ( Less money all up but I was happy as it suited me not to work nightshift or weekends after 20 yrs).
I recently recieved a pay rise of 5% plus 3 weeks pay as a bonus. This is equivelant to over 10 %. In addition to this they will pay for my course that I have enrolled in at Monash University as long as I pass. (this is in contrast to no pay rise since 1/1/2006 and no prospects of further training if I stayed as a LAME)
I loved working as a LAME and I would love to go back (new job is OK but boring- certainly not as hard as being a LAME). But I'm not going to go back for substandard money and to be treated with contempt by management.
ALAEA Fed Sec, until you address these fundamental issues you are going to haemorhage LAMES, AMES and apprentices from the industry and your own union and you will not get them back.
The membership has spoken several times by secret ballot. We all know QF management don't listen. When are the ALAEA going to act on the votes of your own membership?? How many more secret ballots do you need??
Bullies like QF only understand thing. The law of the jungle. You have the power to rip their throats out if you only have the guts to bare your teeth!!(and they know it!!)
I can only assume that Julia Gillard has been whispering sweet nothings in you ear as protracted industrial action would severely impact the economy and look very bad for the ALP soon after gaining power. You seem to have gone very soft since the ALP won the last election.
Eyeing off a position in the ALP now that you no longer work for QF?? Maybe that's a bit harsh as your leadership has been a vast improvement on your predecessors.
The members have spoken. Will you lead them???????????????????????????????????????????????????????? ???????????????????????????????????????????????????????????? ????????????????????????????
Last edited by numbskull; 17th Mar 2008 at 19:53.
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I have done the sums on the training bank.
An A330 course runs to about 12 weeks, then there's 2 - 3 weeks PCT. 15 weeks training total. If I get trained tomorrow, I am bonded for 15/3 = 5 years! That's longer than the A380 bond!
For a 738 course, it's about 4 years bonded.
ALAEA Fed Sec, congrats on thinking laterally (although I still don't like the training bank), having some moral rectitude and spine, and for saying it how it is. I'm sick to death of the favoured few whose faces and compromised attitudes fit the corporate mold, while the quiet achievers fail to get the recognition and rewards they deserve and have a right to expect.
It's not up the Fed Sec and the union alone to address the issues you mention. Someone in QE management needs to take a fall for the disengaged workforce, the change for change's sake, the total balls-ups of the last few years. And it WILL happen, if JB becomes CEO. Maybe sooner than you think.
I want a manager who can talk to me man to man, not a corporate drone spouting rubbish about getting out of Pity City, crossing the as yet incomplete Bridge of Trust and entering the Intelligent Space, where we can all feel warm and fuzzy about the Four Pillars and the KPI's while we talk endlessly about business cases but don't actually DO anything. COME ON!!! Let's talk about how we can make some serious coin for QE, rather than strangle a world class facility and workforce with your narrow-minded, short-sighted, nepotistic culture of greed.
Memo to the Circus Clowns in Mascot Castle: Here's my business case.
1. Attract business. Surely you over-educated MBA freaks can go back to uni or shock-horror the REAL WORLD and learn how to do that. Yes that's right - MAKE MONEY! That's what being in business is about.
2. Once we're making a little money, we can...
3. spend some money to have our facilities and staff look and perform like a Centre of Excellence (instead of a Centre of Excrement run by King Sh#t of Turd Island and his minions of Cold Farts Warming Up) so we can...
4. make some more money.
5. Reward, appreciate and develop your staff along the way, so they continue to help you make more money. A happy employee is a dedicated and productive employee.
6. Oh, and keeping your competition out at all costs - even if you're only breaking even! Because once they reach critical mass, in a tightening worlwide labour market, they will eventually poach your staff with the recompense and the respect you failed to give them. Customers and staff are like sheep. Once someone shows them the way, they'll leave you in droves.
7. Put the required staff back in Maintenace Watch instead of ripping them out! That's called returning to your core business - maintaining aircraft to a world standard, something we did for 80 or so years until recently. What's the point of talking to MW if the reply is "Sorry, but we don't have any Avionics coverage on tonight", or "I'm not exactly current on that aircraft type."
These business fundamentals seem to be sadly lacking in QE. Instead, we have a team who put together a bid on the A380 designed to deceive the "customer" into thinking it can be done with a minumum of workophobes, suckholes and special project wallahs with pr*ck-fingers. Has anyone noticed that nearly half the "LAMEs" being trained on the A380 will end up in Maintenance Watch, or some other office, with a "Manager, this that and the other" title? WHO"S GONNA DO THE WORK?
They tell us this is their strategic vision to secure the B787 maintenance. But it wont take long for the "customer" to realise that they've been deceived. Then what credibility does our B787 bid have? If the "customer" gets an inkling that they are facing another debacle that is likely under the current A380 maintenance plan, heaven help QE!
The tide will turn. Perhaps as early as tomorrow! Let's together create the gravitational shift that will help get it moving. 8 hour shift; O/T, secondment and higher duties bans; work to rule (as painful, frustrating and stupid as it is). All these and more are tools in our hands. I simply cannot wait for the company's attempts to break us. We are one, and we are many. For once we have refused to be divided. We have an exec who are smart and strong, leading, listening and communicating. We are behind them, and they are behind us.
An A330 course runs to about 12 weeks, then there's 2 - 3 weeks PCT. 15 weeks training total. If I get trained tomorrow, I am bonded for 15/3 = 5 years! That's longer than the A380 bond!
For a 738 course, it's about 4 years bonded.
ALAEA Fed Sec, congrats on thinking laterally (although I still don't like the training bank), having some moral rectitude and spine, and for saying it how it is. I'm sick to death of the favoured few whose faces and compromised attitudes fit the corporate mold, while the quiet achievers fail to get the recognition and rewards they deserve and have a right to expect.
ALAEA Fed Sec, until you address these fundamental issues you are going to haemorhage LAMES, AMES and apprentices from the industry and your own union and you will not get them back.
I want a manager who can talk to me man to man, not a corporate drone spouting rubbish about getting out of Pity City, crossing the as yet incomplete Bridge of Trust and entering the Intelligent Space, where we can all feel warm and fuzzy about the Four Pillars and the KPI's while we talk endlessly about business cases but don't actually DO anything. COME ON!!! Let's talk about how we can make some serious coin for QE, rather than strangle a world class facility and workforce with your narrow-minded, short-sighted, nepotistic culture of greed.
Memo to the Circus Clowns in Mascot Castle: Here's my business case.
1. Attract business. Surely you over-educated MBA freaks can go back to uni or shock-horror the REAL WORLD and learn how to do that. Yes that's right - MAKE MONEY! That's what being in business is about.
2. Once we're making a little money, we can...
3. spend some money to have our facilities and staff look and perform like a Centre of Excellence (instead of a Centre of Excrement run by King Sh#t of Turd Island and his minions of Cold Farts Warming Up) so we can...
4. make some more money.
5. Reward, appreciate and develop your staff along the way, so they continue to help you make more money. A happy employee is a dedicated and productive employee.
6. Oh, and keeping your competition out at all costs - even if you're only breaking even! Because once they reach critical mass, in a tightening worlwide labour market, they will eventually poach your staff with the recompense and the respect you failed to give them. Customers and staff are like sheep. Once someone shows them the way, they'll leave you in droves.
7. Put the required staff back in Maintenace Watch instead of ripping them out! That's called returning to your core business - maintaining aircraft to a world standard, something we did for 80 or so years until recently. What's the point of talking to MW if the reply is "Sorry, but we don't have any Avionics coverage on tonight", or "I'm not exactly current on that aircraft type."
These business fundamentals seem to be sadly lacking in QE. Instead, we have a team who put together a bid on the A380 designed to deceive the "customer" into thinking it can be done with a minumum of workophobes, suckholes and special project wallahs with pr*ck-fingers. Has anyone noticed that nearly half the "LAMEs" being trained on the A380 will end up in Maintenance Watch, or some other office, with a "Manager, this that and the other" title? WHO"S GONNA DO THE WORK?
They tell us this is their strategic vision to secure the B787 maintenance. But it wont take long for the "customer" to realise that they've been deceived. Then what credibility does our B787 bid have? If the "customer" gets an inkling that they are facing another debacle that is likely under the current A380 maintenance plan, heaven help QE!
The tide will turn. Perhaps as early as tomorrow! Let's together create the gravitational shift that will help get it moving. 8 hour shift; O/T, secondment and higher duties bans; work to rule (as painful, frustrating and stupid as it is). All these and more are tools in our hands. I simply cannot wait for the company's attempts to break us. We are one, and we are many. For once we have refused to be divided. We have an exec who are smart and strong, leading, listening and communicating. We are behind them, and they are behind us.
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Well said numbskull
After my last post at least I see that we are now thinking for us as a whole.
I see yesterday at least the Ramp actually have a backbone, they went for a work meeting and the company being the people they are again enforced the 4 hour docking as per their idiot's guide to managing an airline handbook.
They stood firm absolutely willing to support THEIR cause, the company backed down. So inspiring, such a demonstration of the power of a UNITED front with a union executive REPRESENTING the rank and file. Instead of pleading with them to accept.
The company had a scab labour force for ramp and you might say they are easier to replace, yet QF BACKED DOWN. They have nothing but scare tactics and bullying.
You want feedback? why don't you start representing what you said instead of saying you can't change it? Why don't you start doing what the membership wants. Your credibility is being questioned, the membership can hear your deafening silence.
I see yesterday at least the Ramp actually have a backbone, they went for a work meeting and the company being the people they are again enforced the 4 hour docking as per their idiot's guide to managing an airline handbook.
They stood firm absolutely willing to support THEIR cause, the company backed down. So inspiring, such a demonstration of the power of a UNITED front with a union executive REPRESENTING the rank and file. Instead of pleading with them to accept.
The company had a scab labour force for ramp and you might say they are easier to replace, yet QF BACKED DOWN. They have nothing but scare tactics and bullying.
You want feedback? why don't you start representing what you said instead of saying you can't change it? Why don't you start doing what the membership wants. Your credibility is being questioned, the membership can hear your deafening silence.
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Eyeing off a position in the ALP now that you no longer work for QF?? Maybe that's a bit harsh as your leadership has been a vast improvement on your predecessors.
An A330 course runs to about 12 weeks, then there's 2 - 3 weeks PCT. 15 weeks training total. If I get trained tomorrow, I am bonded for 15/3 = 5 years!
When did you last do a course? If it was in the past five years there may be a bond. Maybe you did your last one 10 years ago, you would then have 30 weeks training up your sleeve or 30 weeks pay if you want to leave. The proposal is retrospective.
If and that is a very big "if" Qf accept the proposal, wait until you see the detail before you knock it.
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To Fed Sec
You are to be applauded for the way you have handled this, i have knocked you in the past however you have won me over.
I think that your leadership has shone through and the approach you have taken is firm, no nonsence, yet pragmatic.
Hopefully we can sort this out soon and get on with things. Lets hope that an agreement suitable to all is around the corner, some will never be happy but you cant please everybody.
Good luck keep up the good work.
I think that your leadership has shone through and the approach you have taken is firm, no nonsence, yet pragmatic.
Hopefully we can sort this out soon and get on with things. Lets hope that an agreement suitable to all is around the corner, some will never be happy but you cant please everybody.
Good luck keep up the good work.
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I too think the present exec. have done a reasonable job of things so far. 5% increase, level increase for all, training bank and an increase in our travel up-load level and they would have done a great job.
Back to reality though, when you are dealing with a management hell bend on destroying the place, what can you expect?
Speaking of PI$$ POOR management, a vicious rumour is doing the rounds that management have rejected any negotiation in an attempt to get an EBA vote up. They are happy to spend the company's money to let it fail, further disengaging the workforce. Does anyone have any more details?
Back to reality though, when you are dealing with a management hell bend on destroying the place, what can you expect?
Speaking of PI$$ POOR management, a vicious rumour is doing the rounds that management have rejected any negotiation in an attempt to get an EBA vote up. They are happy to spend the company's money to let it fail, further disengaging the workforce. Does anyone have any more details?
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an increase in our travel up-load level
Sorry to be a pedant mate but you will find your onload status same as always, Cat 50Y/**** unless you are on a long service or annual leave trip
If someone on here has access to Qube Res system you will see that many people travelling on staff travel from within the QF network have lower than 50Y/***** category which means they get on before you.
Even without this new UPGRADE status you quite often find as a LAME you have the best upgrade status but the lowest onload of the people listed for the flight.
I am not rubbishing what the Fed-ex have negociated for us, just putting a little perspective.
Last edited by Bolty McBolt; 22nd Mar 2008 at 07:18. Reason: Typo/info correction
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I have put MY view forward on this forum several times now and I see many of us have the same thoughts which is great
To the exec, yes you could have done better, yes you could have got more, yes blah blah blah BUT since I don't hold a position on the exec, a VOLUNTARY ROLE I will not attack you personally
Instead of doing overtime on your days off you choose to fight OUR battles and for that I thank you, too many like to blame everyone except them 'p!ssweak' selves
Start Walking the Walk instead of the blah blah bullsh!t
By the way we AVV boys toldem to shove their efficiancies also we're in this together, Heavy Maint Rules
To the exec, yes you could have done better, yes you could have got more, yes blah blah blah BUT since I don't hold a position on the exec, a VOLUNTARY ROLE I will not attack you personally
Instead of doing overtime on your days off you choose to fight OUR battles and for that I thank you, too many like to blame everyone except them 'p!ssweak' selves
Start Walking the Walk instead of the blah blah bullsh!t
By the way we AVV boys toldem to shove their efficiancies also we're in this together, Heavy Maint Rules
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FedSec
Retrospective huh? Hmmm... worth a look, but as always the devil is in the detail, as we've found with this EBA.
As for the efforts you and the exec have put in on our behalf, thank you. The EBA is perhaps better than we've previously seen and certainly better than what we would have achieved under the previous exec. But back then, I didn't feel the way I do toward the current management regime. The last few years have seen a host of negative changes at their hands, including broken promises of being looked after in subsequent EBAs - the result being that I'm becoming one of these bitter Armies of One who, as IO has said, would vote NO to gold bars. I recognise that a negotiation is a process of compromise. But while my Morale Quotient is so low, my capacity for compromise is similarly low. I and many others have been pushed too far for us to accept anything but a great EBA outcome and the humiliation of the current management.
I've raised this point in a previous post. Sad but true. As I said in that post, perhaps something to claim in the next EBA? Only 2.5 years to go...
When did you last do a course? If it was in the past five years there may be a bond. Maybe you did your last one 10 years ago, you would then have 30 weeks training up your sleeve or 30 weeks pay if you want to leave. The proposal is retrospective. If and that is a very big "if" Qf accept the proposal, wait until you see the detail before you knock it.
As for the efforts you and the exec have put in on our behalf, thank you. The EBA is perhaps better than we've previously seen and certainly better than what we would have achieved under the previous exec. But back then, I didn't feel the way I do toward the current management regime. The last few years have seen a host of negative changes at their hands, including broken promises of being looked after in subsequent EBAs - the result being that I'm becoming one of these bitter Armies of One who, as IO has said, would vote NO to gold bars. I recognise that a negotiation is a process of compromise. But while my Morale Quotient is so low, my capacity for compromise is similarly low. I and many others have been pushed too far for us to accept anything but a great EBA outcome and the humiliation of the current management.
Even without this new UPGRADE status you quite often find as a LAME you have the best upgrade status but the lowest onload of the people listed for the flight.
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Oh we haven't been spying, we've been convening special meetings in Base, SIT and SDT for the good company men to tell us what the feeling is on the floor and if the vote gets up in Syd the rest of you pathetic fools won't matter.
The feedback That the vote will get up by 50%+1
Never mind the union propaganda all the right people will get a grade out of this and we'll reward the DMMs, Maint Watch, IOC, PCT etc who've been spreading the good word for us via word of mouth and the telephone.
What idiots you are worrying about staff travel if you earnt more money you wouldn't need it
Truth is we have enough company puppets and self loving LAMEs to get this up, bye bye Exec
The feedback That the vote will get up by 50%+1
Never mind the union propaganda all the right people will get a grade out of this and we'll reward the DMMs, Maint Watch, IOC, PCT etc who've been spreading the good word for us via word of mouth and the telephone.
What idiots you are worrying about staff travel if you earnt more money you wouldn't need it
Truth is we have enough company puppets and self loving LAMEs to get this up, bye bye Exec
If someone on here has access to Qube Res system you will see that many people travelling on staff travel from within the QF network have a 50Y/***** category which means they get on before you.
Even without this new UPGRADE status you quite often find as a LAME you have the best upgrade status but the lowest onload of the people listed for the flight.
Even without this new UPGRADE status you quite often find as a LAME you have the best upgrade status but the lowest onload of the people listed for the flight.
50
STAR Program
Group A - Current Staff
This priority is for employees travelling with or without their spouse (or Travelling Companion) and children on "Normal Rebate Travel".
STAR Program
Group A - Current Staff
This priority is for employees travelling with or without their spouse (or Travelling Companion) and children on "Normal Rebate Travel".
51
STAR Program
Group A - Current Staff
This priority is for spouse (or Travelling Companion) and children of employees travelling without the employee on "Normal Rebate Travel".
STAR Program
Group A - Current Staff
This priority is for spouse (or Travelling Companion) and children of employees travelling without the employee on "Normal Rebate Travel".
so N50YJ1588 would be how your ticket is read. Onload priority is based off type of ticket N50<normal staff travel ticket, N42<High Priority Trip etc, then your start date if you are both N50's for example.
The date of joining (DOJ) is the date on which the employee was appointed to the Company adjusted by any unpaid leave days which do not constitute service days. It compliments the Travel and Upgrade priorities to determine onload, offload, upgrade or downgrade between 2 passengers with the same Travel priority.
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You Blinked, Johnny V
You, and your Pi$$ Poor QE Manager mates, blinked Johnny V.
Qantas has announced that they have removed the 'HM flexibilities' from the EBA proposal. They are going back to the ALAEA Exec. to see if they will OK the EBA document in it's new form. ALAEA 1, QE 0.
You need better spy's, Johnny V. They're feeding you crap. Word in MEL is that these changes will still not be enough to get your '50%+1'. Blink again Johnny V, an increased level for everyone, no if's, no buts. See if that will do the trick.
Qantas has announced that they have removed the 'HM flexibilities' from the EBA proposal. They are going back to the ALAEA Exec. to see if they will OK the EBA document in it's new form. ALAEA 1, QE 0.
The feedback That the vote will get up by 50%+1
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Seems to me the company has shown some goodwill then
in removing the HM efficiencies/rosters from the proposal.
I think it must be back to a line ball call on 50%+1.
Bring on the vote.
in removing the HM efficiencies/rosters from the proposal.
I think it must be back to a line ball call on 50%+1.
Bring on the vote.
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Seems to me the company has shown some goodwill then
in removing the HM efficiencies/rosters from the proposal.
in removing the HM efficiencies/rosters from the proposal.
they would take it out and we would forget about any real improvements.
They do it every time, this time no difference.
Keep on track for a grade movement for EVERYONE.
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These are merely delaying tactics. They think the longer they delay this the less resolve the LAMEs will have. While this may be true of a couple of suck-hole company-boy LAMEs I have spoken to, the majority of LAMEs I speak to feel the company has overplayed its hand. Every nasty little industrial tactic employed by the company is just another reason to vote NO. The only way to win enough LAMEs over is to show real, measurable goodwill in spades - no tricks, no backsliding and no hypocritical holier-than-thou sermons on wage restraint. Removing the HM efficiencies clause is what I call a good start.