Minimum Wage
Join Date: May 2003
Location: Aus
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Once again the cycle of cynicism and self-depreciation continues. We all know the situation is unjust and inequitable but the attitude of many, one of despondent complaining and de facto acceptance of the state of the industry ‘that’s the way things have always been’ is counterproductive and will only lead to a perpetuation of current conditions.
As I have stated previously, there is no need for the industry to exploit pilots, the practise of expecting us to work for little or nothing will not increase the number of jobs available as pilot wages count for only a small percentage of the cost of operating an aircraft.
Rich-Fine Green’s suggestion that the alternative to not being underpaid/ working for free is a lifetime of unemployment is absurd and missing the point entirely. Yes, it is true that if one is not prepared to accept the going substandard conditions then they may never get a start in the industry. It is also true that an individual will change nothing by refusing to work for less than the award because he will be easily replaced, especially if he’s a low timer. However we must be very careful to distinguish between the situation of the individual and the industry as a whole.
If the industry was forced to adopt award conditions universally and employers/pilots did not have the option of working for under award pay then the current number of jobs would still exist albeit at award rates. This is how all other professions work; even if there’s mass unemployment in your industry you can’t get a job working for free because no-one will ever consider employing someone at less than award. If this was the situation in our industry then the grass would not be cut from underneath anyone and people would be employed based on competence (and who they know!?) rather than how little they’re prepared to work for.
As pilots, our collective mentality of insecurity about our jobs has lead many to even doubt as to whether they are entitled to award pay. Legally there can be little doubt about this.
The G.A. Pilot’s award
http://www.osiris.gov.au/html/awards...0/IA000010.htm states:
5. WHERE AND WHO THE AWARD COVERS
5.1 The award applies in Australia and its Territories. It is also applicable to pilots operating overseas from a base within Australia and its territories on behalf of the operator.
5.2 This award relates to the industry of persons employed as pilots in any capacity whether full-time, part-time or casual in General Aviation excepting Helicopters and Aerial Agriculture operations.
6. WHO IS BOUND BY THE AWARD
The award is binding on each of the employers and/or operators named in Appendix A, each pilot identified in 5.2, and the Australian Federation of Air Pilots.
Now although I have no legal qualifications, I would suggests that this means that every non ag, fixed wing commercial driver is cover by this award. Even if I’m wrong, it matters little because common law precedent on similar matters that have been fought out in court is firmly on our side of the argument that all GA drivers are entitled to the award. Search www.austlii.edu.au for precedents set on this matter.
So having arrived at the conclusion that the current state of affairs is detrimental to GA pilots, how does the whole situation affect operators?
Many who have posted on this thread have commented on the seemingly ideal situation for GA operators, with exploitable, cheap, dispensable labour etc. Yet sit down and talk to a GA operator about profit margins, reinvestment in capital equipment etc, and you will find a picture almost as bleak as that of the pilots. How does getting cheap labour benefit an operator when it’s the same for his competition? In short it doesn’t.
1) Prices fall to remain competitive, margins remain the same
2) Staff morale and loyalty drop, turnover and retraining costs increase
3) The bloke next door might start getting his drivers to work for free, making you uncompetitive and finally,
4) Up to seven years after they left, your staff can sue you for their rightfully entitled award wages and conditions
Operators must therefore also have an interest in an industry wide standardisation of acceptable wages and working conditions. Not individually but collectively.
If it’s in everyone’s interest that measures are taken to enforce award conditions throughout the industry, then why is nothing being done? In short we lack an effective organisation for protecting the collective interest.
Who should then be charged with this responsibility? The Government, AOPA or the AFAP/ unions.
The Government could do the trick but as mentioned in my last post, they probably won’t.
Let’s consider AOPA.
We need to recognise that AOPA is not exclusively a body for professional pilots and operators. AOPA’s agenda is strongly involved with reducing costs and CASA ‘over regulation’ for private pilots. In certain instances this may mean they have a conflict of interest with our position. Take the ‘PPL Instructors’ issue as an example. For professional pilots this would be an absolute disaster, yet within AOPA there is considerable support for such a proposal. Private pilots getting cheap instruction/ BFR’s/ renewals may be of more concern to AOPA than decent wages for commercial pilots.
The only body capable of standing up and changing the state of affairs is a strong and willing union. I sincerely hope that the AFAP is such a union. A union can only be effective if it has sufficient members and resources and it will only get sufficient members if pilots can see the union taking steps to change things. At the moment pilots don’t see this.
THIS IS THE REAL CATCH 22
Union: Join the union, do something to fight for your rights in the industry!
Pilot: Why join the union, what have they done to improve industry conditions except gain award conditions that are never enforced? It’s a waste of money.
Union: If you don’t join nothing will be done and you’ll be in the same position in five years time.
Pilot: If you won’t do anything then I won’t join and we’ll both be in the same position in five years!
I offer this challenge to the AFAP: Make it known to pilots in GA that you are actively working for them. Send union reps to the workplace. Tell people that you’re out for an industry wide change of practises not to just to shut down Bloggs’ Flying School because they’ve been virtually forced to shaft their instructors. Devise a program, a plan of attack so pilots can see what is to be done about changing things. Then hit them for membership. Pilots won’t be afraid to part with cash if they can see that something is being done with it. Talk to operators too. Let them know that the union is not out to lynch individuals but to improve the state of the industry. Hell, even encourage them to form an employer association so they stop shafting each other. Break the climate of fear and intimidation.
To those who are concerned about an ’89 type outcome, don’t be. Public support was lost in ’89 because of a great Aussie tradition- ‘tall poppy syndrome’. Joe Average on $40 000 a year won’t be sympathetic to guys on $100 000- $250 000 regardless of their cause because he can’t associate with them. When we’re talking about qualified professional pilots earning less than office clerks, burger flippers or cleaners, I think you’ll find that public opinion will be firmly on our side.
I’m not a member of a union, but I soon hope to be. As soon as I hear the AFAP are making an attempt to enforce the award industry wide I’ll be right there with them. Maybe they’ll even send a rep out to my workplace- I’d love to see that.
Remember: It’s better to live on your feet than to die on your knees!
(That’s how the saying really goes)
As I have stated previously, there is no need for the industry to exploit pilots, the practise of expecting us to work for little or nothing will not increase the number of jobs available as pilot wages count for only a small percentage of the cost of operating an aircraft.
Rich-Fine Green’s suggestion that the alternative to not being underpaid/ working for free is a lifetime of unemployment is absurd and missing the point entirely. Yes, it is true that if one is not prepared to accept the going substandard conditions then they may never get a start in the industry. It is also true that an individual will change nothing by refusing to work for less than the award because he will be easily replaced, especially if he’s a low timer. However we must be very careful to distinguish between the situation of the individual and the industry as a whole.
If the industry was forced to adopt award conditions universally and employers/pilots did not have the option of working for under award pay then the current number of jobs would still exist albeit at award rates. This is how all other professions work; even if there’s mass unemployment in your industry you can’t get a job working for free because no-one will ever consider employing someone at less than award. If this was the situation in our industry then the grass would not be cut from underneath anyone and people would be employed based on competence (and who they know!?) rather than how little they’re prepared to work for.
As pilots, our collective mentality of insecurity about our jobs has lead many to even doubt as to whether they are entitled to award pay. Legally there can be little doubt about this.
The G.A. Pilot’s award
http://www.osiris.gov.au/html/awards...0/IA000010.htm states:
5. WHERE AND WHO THE AWARD COVERS
5.1 The award applies in Australia and its Territories. It is also applicable to pilots operating overseas from a base within Australia and its territories on behalf of the operator.
5.2 This award relates to the industry of persons employed as pilots in any capacity whether full-time, part-time or casual in General Aviation excepting Helicopters and Aerial Agriculture operations.
6. WHO IS BOUND BY THE AWARD
The award is binding on each of the employers and/or operators named in Appendix A, each pilot identified in 5.2, and the Australian Federation of Air Pilots.
Now although I have no legal qualifications, I would suggests that this means that every non ag, fixed wing commercial driver is cover by this award. Even if I’m wrong, it matters little because common law precedent on similar matters that have been fought out in court is firmly on our side of the argument that all GA drivers are entitled to the award. Search www.austlii.edu.au for precedents set on this matter.
So having arrived at the conclusion that the current state of affairs is detrimental to GA pilots, how does the whole situation affect operators?
Many who have posted on this thread have commented on the seemingly ideal situation for GA operators, with exploitable, cheap, dispensable labour etc. Yet sit down and talk to a GA operator about profit margins, reinvestment in capital equipment etc, and you will find a picture almost as bleak as that of the pilots. How does getting cheap labour benefit an operator when it’s the same for his competition? In short it doesn’t.
1) Prices fall to remain competitive, margins remain the same
2) Staff morale and loyalty drop, turnover and retraining costs increase
3) The bloke next door might start getting his drivers to work for free, making you uncompetitive and finally,
4) Up to seven years after they left, your staff can sue you for their rightfully entitled award wages and conditions
Operators must therefore also have an interest in an industry wide standardisation of acceptable wages and working conditions. Not individually but collectively.
If it’s in everyone’s interest that measures are taken to enforce award conditions throughout the industry, then why is nothing being done? In short we lack an effective organisation for protecting the collective interest.
Who should then be charged with this responsibility? The Government, AOPA or the AFAP/ unions.
The Government could do the trick but as mentioned in my last post, they probably won’t.
Let’s consider AOPA.
We need to recognise that AOPA is not exclusively a body for professional pilots and operators. AOPA’s agenda is strongly involved with reducing costs and CASA ‘over regulation’ for private pilots. In certain instances this may mean they have a conflict of interest with our position. Take the ‘PPL Instructors’ issue as an example. For professional pilots this would be an absolute disaster, yet within AOPA there is considerable support for such a proposal. Private pilots getting cheap instruction/ BFR’s/ renewals may be of more concern to AOPA than decent wages for commercial pilots.
The only body capable of standing up and changing the state of affairs is a strong and willing union. I sincerely hope that the AFAP is such a union. A union can only be effective if it has sufficient members and resources and it will only get sufficient members if pilots can see the union taking steps to change things. At the moment pilots don’t see this.
THIS IS THE REAL CATCH 22
Union: Join the union, do something to fight for your rights in the industry!
Pilot: Why join the union, what have they done to improve industry conditions except gain award conditions that are never enforced? It’s a waste of money.
Union: If you don’t join nothing will be done and you’ll be in the same position in five years time.
Pilot: If you won’t do anything then I won’t join and we’ll both be in the same position in five years!
I offer this challenge to the AFAP: Make it known to pilots in GA that you are actively working for them. Send union reps to the workplace. Tell people that you’re out for an industry wide change of practises not to just to shut down Bloggs’ Flying School because they’ve been virtually forced to shaft their instructors. Devise a program, a plan of attack so pilots can see what is to be done about changing things. Then hit them for membership. Pilots won’t be afraid to part with cash if they can see that something is being done with it. Talk to operators too. Let them know that the union is not out to lynch individuals but to improve the state of the industry. Hell, even encourage them to form an employer association so they stop shafting each other. Break the climate of fear and intimidation.
To those who are concerned about an ’89 type outcome, don’t be. Public support was lost in ’89 because of a great Aussie tradition- ‘tall poppy syndrome’. Joe Average on $40 000 a year won’t be sympathetic to guys on $100 000- $250 000 regardless of their cause because he can’t associate with them. When we’re talking about qualified professional pilots earning less than office clerks, burger flippers or cleaners, I think you’ll find that public opinion will be firmly on our side.
I’m not a member of a union, but I soon hope to be. As soon as I hear the AFAP are making an attempt to enforce the award industry wide I’ll be right there with them. Maybe they’ll even send a rep out to my workplace- I’d love to see that.
Remember: It’s better to live on your feet than to die on your knees!
(That’s how the saying really goes)
Join Date: Mar 2002
Location: Under the Equator
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Yossarian:
You have twisted my comments around. READ what I said!.
The whole basis of my comments is the 'grass roots' attitude of (I hope a minority) young pilots looking looking for work.
Possibly your message is one that should be spoon fed to CPL aspirants during their course.
If AFAP is up to the task, they should be targeting all CPL candidates at an early stage.
The AFAP should also look at the new proposed Part 121B and fight issues that will disadvantage young pilots even more (minimum experiance requirments).
AFAP should also be ready to fight for their collective brethren (members & non-members alike) IF the 'PPL Instructor' issue ever comes close to reality.
What about AFAP targeting 'fringe' Commercial activities like Parachute dropping?. Parachuting now is a sophisticated marketing and adventure tourism industry that makes big $$$ (just look at some of the aircraft used now). Why should this industry be exempt and pilots get paid $0-$SFA for a hard days work when a back-packer is charged $300 for a tandem drop?.
So, in essence my friend, the whole industry is in need of a shake up.
An old fashioned Union approach of 'take names, member $$, twist nipples and kick balls' will not work. It needs more work than that.
You have twisted my comments around. READ what I said!.
The whole basis of my comments is the 'grass roots' attitude of (I hope a minority) young pilots looking looking for work.
Possibly your message is one that should be spoon fed to CPL aspirants during their course.
If AFAP is up to the task, they should be targeting all CPL candidates at an early stage.
The AFAP should also look at the new proposed Part 121B and fight issues that will disadvantage young pilots even more (minimum experiance requirments).
AFAP should also be ready to fight for their collective brethren (members & non-members alike) IF the 'PPL Instructor' issue ever comes close to reality.
What about AFAP targeting 'fringe' Commercial activities like Parachute dropping?. Parachuting now is a sophisticated marketing and adventure tourism industry that makes big $$$ (just look at some of the aircraft used now). Why should this industry be exempt and pilots get paid $0-$SFA for a hard days work when a back-packer is charged $300 for a tandem drop?.
So, in essence my friend, the whole industry is in need of a shake up.
An old fashioned Union approach of 'take names, member $$, twist nipples and kick balls' will not work. It needs more work than that.
