BA Strike - Your Thoughts & Questions
Paxing All Over The World
Global Warrior
I disagree. The CEO's job is make the customer happy AND profitable for the shareholders. When CEOs concentrate solely on the share price - well, just look at the service industry since the recession of 1989/91 and see where it got them.
Keep the customer satisfied but, then, I'm middle aged and was brought up in service industries and told to ensure that the customer was happy and profitable (in that order).
Airclues
Sorry, I do recall that now. At the risk of trying to rewrite my post, I had Branson more in mind. He must have been gutted.
If WW fires this lot, he will have himself an award winning airline and will be able to get back to doing what a CEO should be doing....... which is making money for the share holders.
Keep the customer satisfied but, then, I'm middle aged and was brought up in service industries and told to ensure that the customer was happy and profitable (in that order).
Airclues
PAXboy: "That's because, as I understand it, the top brass did not know what was happening."
Airclues: "Not true! Virgin boss caught up in BA price fixing case - Telegraph"
Airclues: "Not true! Virgin boss caught up in BA price fixing case - Telegraph"
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The BA LH "community" are, quite justifiably, trying to defend their T&C - like the £2,000 Crew payment because the lock on the door to the CRA is broken.
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?Question?
Now that the 'TRA' of 'CRA' has been docoded, does anyone want to explain the "insider" chat on the restricted Pprune CC thread about no reports during the strike days of "broken CRA locks", with the figure of £2000 being banded about?
Or is this too top-secret for SLF to be made privy to?
Or is this too top-secret for SLF to be made privy to?
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As I understand it, if the Crew Rest Area door lock is broken, making the area unusable or insecure, the crew can claim an allowance for being deprived of its use. I have no idea of the level of award, but others have put figures on it.
I am happy to be corrected if the case requires it.
I am happy to be corrected if the case requires it.
Paxing All Over The World
If, as PAX, I encountered a door marked: STAFF and AUTHORISED PERSONNEL ONLY. I would not go in. I can understand that if the whole rest cabin was unavailable that some kind of compensation would be due but I muse that, if a broken lock can trigger such a penalty, human nature will be not far away. No, don't answer that, I'm just musing.
ladysetlady
Where are all these party flights I keep hearing about
a certain section of people spent the whole journey complaining about anything they could find
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What Next?
So 2 strike periods now delivered with no real impact on the core operations of the airline.
Many CC now without staff travel and some who rely on it to get to work will presumably be fired for future non attendance.
BA now nicely armed with the intelligence on who the strikers are no doubt will use it wisely. Presumably their future rosters will now look less busy than they did.
With regards to future action no doubt BA will when dates are announced will adjust rosters to ensure the strikers aren't given the opportunity to cause the disruption they hoped to.
UNITE options now starting to look seriously limited?
Series score - BA 2 - UNITE - 0
Just about to board LAX to LHR which will of course be staffed by the loyal and brave crew who actually appreciate what they have in these very difficult times.
Many CC now without staff travel and some who rely on it to get to work will presumably be fired for future non attendance.
BA now nicely armed with the intelligence on who the strikers are no doubt will use it wisely. Presumably their future rosters will now look less busy than they did.
With regards to future action no doubt BA will when dates are announced will adjust rosters to ensure the strikers aren't given the opportunity to cause the disruption they hoped to.
UNITE options now starting to look seriously limited?
Series score - BA 2 - UNITE - 0
Just about to board LAX to LHR which will of course be staffed by the loyal and brave crew who actually appreciate what they have in these very difficult times.
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Another question on broken CRA door locks
Following are excerpts from three running posts in the CC forum that are the most recent referring to broken CRA door locks:
Would anyone comment on the reference to “£2K per trip” and “per crew member on a trip”?
It is a true pleasure to see the folks that are operating as CC on our aircraft over the past two days; they are a credit to themselves and to the airline….From us, the rest of the airline, a heartfelt thank you to all…..Oh, and not a single broken Crew Rest Area door lock reported in the CDL.
”Oh, and not a single broken Crew Rest Area door lock reported in the CDL”…..Ah.. That's another nice little earner I believe. Care to remind us how much it is per crew member on a trip?
”Ah.. That's another nice little earner I believe. Care to remind us how much it is per crew member on a trip?”.... Can't remember the exact amount, but I know it costs the airline over £2K per trip, for a 744.
What Next?
So 2 strike periods now delivered with no real impact on the core operations of the airline.
So 2 strike periods now delivered with no real impact on the core operations of the airline.
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New offer
There are full-page advertisements in today's newspapers with a letter from Willie Walsh thanking BA's "many thousands of our customers".
The penultimate paragraph reads:
Since the offer which was made before the strikes was withdrawn as soon as strike dates were announced, what are the details of the offer to which WW refers in the ad?
The penultimate paragraph reads:
Unite has failed to ground British Airways. We have put a fair and sensible offer to the union, and I hope it will now allow its members to vote on it.
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Crew Rest Area
This old chestnut is symptomatic of a wider malaise. Whether or not a payment is justified, whether or not the door is habitually faulty, it appears to me that the company has been in dereliction of its responsibilities for allowing a situation like this to grow to the extent it appears that it has. For this defect to occur as regularly as it seems then there must be a design fault with the mechanism. An engineering solution (child proof) ought to have been found rather than allow this "piece rate award" to gain common currency in the way that it has.
It looks to me as if there has been no joined up thinking between IFCE and Engineering in attempting to address this issue.
OR, perish the thought IFCE were quite happy to "allow" this practice to continue thus rewarding an already well rewarded workforce.
Call me cynical if you like, I've been there.......
It looks to me as if there has been no joined up thinking between IFCE and Engineering in attempting to address this issue.
OR, perish the thought IFCE were quite happy to "allow" this practice to continue thus rewarding an already well rewarded workforce.
Call me cynical if you like, I've been there.......
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Paxboy
If, as PAX, I encountered a door marked: STAFF and AUTHORISED PERSONNEL ONLY. I would not go in.
Purely an assumption here, (perhaps a crew member can enlighten us), presumably when crew are taking bunk rest, they do not do so whilst still wearing their uniforms. With a mixed crew on board this could provide a problem if the door lock is broken.
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Only One Winner
I would say that the Airline have won this contest hands down and they will not back down. The primary reasons for their victory is an almost complete lack of public support for the strikers. The resons being, well my view anyway:
1. Things are tough in the UK and going to get tougher. People have enough to worry about.
2. Militant Unite. Again there is no public appetite for militant unionism a the moment. Posturing talking heads who no doubt still enjoy union sponsored first class travel just dont cut it anymore.
3. The demo outside the Arora Hotel was a disgrace.
4. The head of the BASSA Union swanning it in LAX - on a sicky?
5. A well played media strategy by the BA CEO. Dignity in press conferences and not rising to the bait.
In short the BA CEO has won a massive victory. Without him BA would probably be finished. From reading this it appears he will come out with a happier company. I would also like to think that the loyalty shown by crew who worked will be recognised as the company undergoes change in the next few years.
1. Things are tough in the UK and going to get tougher. People have enough to worry about.
2. Militant Unite. Again there is no public appetite for militant unionism a the moment. Posturing talking heads who no doubt still enjoy union sponsored first class travel just dont cut it anymore.
3. The demo outside the Arora Hotel was a disgrace.
4. The head of the BASSA Union swanning it in LAX - on a sicky?
5. A well played media strategy by the BA CEO. Dignity in press conferences and not rising to the bait.
In short the BA CEO has won a massive victory. Without him BA would probably be finished. From reading this it appears he will come out with a happier company. I would also like to think that the loyalty shown by crew who worked will be recognised as the company undergoes change in the next few years.
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Flew back from Milan on Saturday. Sadly, it was operated by Jet2.com. No complaints, of course, but I was looking forward to giving my praise to the crew for operating the BA flight. Have no intention of booking with any other airline for my requirements. My best wishes to all working staff.
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Stoic:
I believe this is the offer, issued 19 March 2010:
The Way Forward – British Airways formal offer to Unite
This formal offer is made by British Airways in a genuine attempt to resolve
the dispute in the best interests of our customers and our cabin crew.
The airline needs to make permanent structural change to its cost base to
ensure its long-term survival. Both parties acknowledge that the company will
only be able to afford this agreement if there is a stable industrial environment,
without any further revenue loss or reputational damage as a result of
industrial unrest.
In doing so, the airline continues to recognise the professionalism and skill of
its cabin crew.
Complements
The company will re-introduce a level of complement equivalent to a total of
184 full time crew into Eurofleet and Worldwide, the distribution of which will
be determined by the company. Any new recruitment to facilitate
complement changes will be into a new fleet.
The level of flying remaining in Worldwide and Eurofleet will be determined by
the number of flights which can be covered with existing crew and
complement levels.
To enable the re-introduction of complements, further savings have been
jointly identified;
- Removal of early day report rule from Worldwide
- Removal of telephone allowance from Worldwide and Eurofleet
- Removal of language allowance from all fleets
- Non flying variable pay maintained at current levels, reviewed Feb 2011
- Crew meals aligned to world traveller specification
- Overseas meal allowances maintained at current levels, reviewed Feb 2011
Complements remain non-contractual.
Final version
19/03/2010
1
Pay
Increments
Incremental pay rises will continue to be applied.
Basic pay
The company has offered a four year pay deal, effective from 1/2/2010 as
follows:
• Year one 2010/11 current pay scales will be maintained
• Year two 2011/12 the company will increase base pay based on
December 2010 RPI and capped at 3%
• Year three 2012/13 the company will increase base pay based on
December 2011 RPI and capped at 3%
• Year four 2013/14 the company will increase base pay based on
December 2012 RPI and capped at 4%
New Fleet
There will be a separate mixed flying fleet for new crew, with separate terms
and conditions and bargaining rights. There will be a separate negotiating body
for new fleet, which will not discuss the terms and conditions of current crew.
Assurances for current crew
Crew on existing fleets will have the following protections;
• Terms and conditions for current crew - A fundamental principle of this
offer is that crew will have a firm commitment from British Airways in
respect to their terms of employment. Current crew can feel assured that
their existing contractual terms will be maintained for the future unless
amended through the agreed NSP negotiating procedures.
• Part-time - The company will continue to honour commitments to make
part-time offers to all crew on existing lists by March 2011. The offer will
be on existing fleets, terms and conditions. Future opportunities will
continue to be available.
• Access to route network - It is the company’s intention to ensure a fair and
transparent distribution of routes to all fleets, based on commercial need,
which will be discussed with Unite. The distribution will be reviewed at the
end of each season and will be considered as part of the broader TUC
review process after twelve months.
Final version
19/03/2010
2
• Monthly travel payment – To provide increased security of earnings, both
parties have agreed to negotiate and introduce a monthly travel payment
that consolidates existing variable allowances for Heathrow fleets. The
payment will be based on the average of the current cost of variable pay,
as per items described in appendix A. The company will adjust the monthly
travel payment each year, in line with base pay. (See appendix A for
further information).
• Access to aircraft type - It is the company’s intention to deploy new
aircraft based on commercial need across existing and new fleets. New
aircraft will be introduced on a fair and transparent basis across all the
company’s fleets. Existing crew terms, conditions and fleet agreements will
apply when new aircraft are operated on existing fleets. As new aircraft are
introduced across all of the company’s fleets, crew will be trained in order
to receive the necessary licenses as required by regulation.
• Career structure and opportunities for current crew - The career structure
for current crew within current fleets will continue on the basis of existing
practice, unless amended through the agreed NSP negotiating procedures.
The company confirm that where there are opportunities available, existing
crew will be promoted on existing terms and conditions on current fleets.
• Honouring current and future agreements – Both parties acknowledge the
importance of honouring agreements and are committed to working
together to create a climate of effective industrial relations. The best way
of guaranteeing this is through the successful completion of the industrial
relations review, which will include the appropriate application of cabin
crew agreements.
• Ability to transfer fleet/base on current terms and conditions - As with the
current process, there is no guarantee of achieving a transfer. However,
the company has committed to continue with the current practice of
transfers at Heathrow between Eurofleet and Worldwide, and to find a
mechanism to aid limited transfers from Gatwick under current terms and
conditions.
All current crew will have the opportunity to apply for all roles on the new
fleet if they choose. This will provide promotion opportunities for many
current crew. All crew joining the new fleet will have separate terms and
conditions. The company is prepared to recognise Unite for the purposes of
bargaining in the new fleet.
Final version
19/03/2010
3
Opportunities for Gatwick crew
It is accepted that restrictions within the Gatwick Fleet memorandum of
agreement limit the long haul route network. It is agreed that discussions will
be held with a view to removing these restrictions to provide the best
opportunities for growth in the long haul network at Gatwick, for the benefit
of the business and our people.
Disruption agreement
In order to minimise the impact of disruption to our customers and our crew,
the following points will remain, or be incorporated into the Disruption
Agreement
• The definition of disruption remains unchanged
• The double night will be removed for Worldwide diverted inbound
services to anywhere in the UK and Europe, and a minimum of 15 hours
off-duty will be achieved if the aircraft is unable to continue to its
original destination
• When disruption takes place the IFCE management team will advise
Duty representatives and crew colleagues when and how the disruption
agreement has been applied. A review will take place of any disruption
at the next joint meeting
Working together
The parties are committed to beginning the process of restoring and
improving relationships at all levels. With this in mind, it is important that there
is no victimisation arising from the dispute and both parties will work to ensure
that any issues are settled in a mature and professional way. Where there are
disciplinary or grievance cases, the intention is that these will be resolved
quickly. Where behaviour is found to be serious, any resulting action will be
measured and proportionate.
For the benefit of our crew, customers and business and in support of our
objective of making IFCE a great place to work, the company is keen to
develop a positive working relationship with the trade union to enable
effective industrial relations. The delivery of this agreement is dependent on a
radical change to our working relationships. In order to achieve the necessary
change a third party organisation will be engaged to support a fundamental
review of the company and cabin crew trade union relationships.
Final version
19/03/2010
4
Both parties recognise the assistance the TUC has given in securing this
agreement. The application of this agreement will be reviewed with the TUC,
twelve months from the date the agreement is signed.
Future IR framework
It is acknowledged that the existing arrangements for industrial relations for
cabin crew need to be reviewed and made fit for purpose, for both the
company and the union in the 21st century.
The union will re-engage with the existing facilities agreement. Negotiations
will take place between the company and the union nationally, with a view to
reaching a mutually agreeable framework within 12 weeks of completing this
agreement. The union have noted the company’s intent as outlined in the
covering letter attached to this agreement.
The company proposes the introduction of a broader business consultative
approach across British Airways, to engage our representatives and our
managers in a wider debate about our business performance and needs of our
customers. An example of items for discussion at the forum is the allocation
of routes. Prior to the start of each season the company will discuss the
allocation of routes with Unite.
Both parties are firmly committed to the effective application of company
procedures, which are currently the subject of negotiations in the Employment
Policy Committee and BA Forum.
Policy
Changes to corporate policies that apply to all colleagues across the company
and covered at the BA Forum and EPC have been subject to discussion. It is
the intention to conclude these discussions within one month of completing
this offer.
This offer maintains the contractual rights of cabin crew at their current level.
The offer does not reduce or extend them from where they are today.
Final version
19/03/2010
5
Appendix A – Fixed monthly travel payment
Worldwide
The fixed monthly travel payment will consolidate the following allowances;
• Long range premiums (LRP)/box payment
• Back to back payment (B2B)
• Destination payment (DES)
• Excess time premium (ETP)
Eurofleet
• Long day payments (LDP)
• Excess time premium (ETP)
• Base early report payment (BER)
The following categories of allowance are not included within scope of the
fixed monthly travel payment:
• Meal Allowances
• Daily Overseas Allowance (DOA)
• Nightly Incidental Allowance (NIA)
• Time Away Allowance (TAA)
• Line Trainer Payments
• Grounded Maternity Payments
• Rest Day Working
• Willing to Work
• Exceptional Payments from WW Disruption Agreement (One-Down
and Zone Closure)
Final version
19/03/2010
I believe this is the offer, issued 19 March 2010:
The Way Forward – British Airways formal offer to Unite
This formal offer is made by British Airways in a genuine attempt to resolve
the dispute in the best interests of our customers and our cabin crew.
The airline needs to make permanent structural change to its cost base to
ensure its long-term survival. Both parties acknowledge that the company will
only be able to afford this agreement if there is a stable industrial environment,
without any further revenue loss or reputational damage as a result of
industrial unrest.
In doing so, the airline continues to recognise the professionalism and skill of
its cabin crew.
Complements
The company will re-introduce a level of complement equivalent to a total of
184 full time crew into Eurofleet and Worldwide, the distribution of which will
be determined by the company. Any new recruitment to facilitate
complement changes will be into a new fleet.
The level of flying remaining in Worldwide and Eurofleet will be determined by
the number of flights which can be covered with existing crew and
complement levels.
To enable the re-introduction of complements, further savings have been
jointly identified;
- Removal of early day report rule from Worldwide
- Removal of telephone allowance from Worldwide and Eurofleet
- Removal of language allowance from all fleets
- Non flying variable pay maintained at current levels, reviewed Feb 2011
- Crew meals aligned to world traveller specification
- Overseas meal allowances maintained at current levels, reviewed Feb 2011
Complements remain non-contractual.
Final version
19/03/2010
1
Pay
Increments
Incremental pay rises will continue to be applied.
Basic pay
The company has offered a four year pay deal, effective from 1/2/2010 as
follows:
• Year one 2010/11 current pay scales will be maintained
• Year two 2011/12 the company will increase base pay based on
December 2010 RPI and capped at 3%
• Year three 2012/13 the company will increase base pay based on
December 2011 RPI and capped at 3%
• Year four 2013/14 the company will increase base pay based on
December 2012 RPI and capped at 4%
New Fleet
There will be a separate mixed flying fleet for new crew, with separate terms
and conditions and bargaining rights. There will be a separate negotiating body
for new fleet, which will not discuss the terms and conditions of current crew.
Assurances for current crew
Crew on existing fleets will have the following protections;
• Terms and conditions for current crew - A fundamental principle of this
offer is that crew will have a firm commitment from British Airways in
respect to their terms of employment. Current crew can feel assured that
their existing contractual terms will be maintained for the future unless
amended through the agreed NSP negotiating procedures.
• Part-time - The company will continue to honour commitments to make
part-time offers to all crew on existing lists by March 2011. The offer will
be on existing fleets, terms and conditions. Future opportunities will
continue to be available.
• Access to route network - It is the company’s intention to ensure a fair and
transparent distribution of routes to all fleets, based on commercial need,
which will be discussed with Unite. The distribution will be reviewed at the
end of each season and will be considered as part of the broader TUC
review process after twelve months.
Final version
19/03/2010
2
• Monthly travel payment – To provide increased security of earnings, both
parties have agreed to negotiate and introduce a monthly travel payment
that consolidates existing variable allowances for Heathrow fleets. The
payment will be based on the average of the current cost of variable pay,
as per items described in appendix A. The company will adjust the monthly
travel payment each year, in line with base pay. (See appendix A for
further information).
• Access to aircraft type - It is the company’s intention to deploy new
aircraft based on commercial need across existing and new fleets. New
aircraft will be introduced on a fair and transparent basis across all the
company’s fleets. Existing crew terms, conditions and fleet agreements will
apply when new aircraft are operated on existing fleets. As new aircraft are
introduced across all of the company’s fleets, crew will be trained in order
to receive the necessary licenses as required by regulation.
• Career structure and opportunities for current crew - The career structure
for current crew within current fleets will continue on the basis of existing
practice, unless amended through the agreed NSP negotiating procedures.
The company confirm that where there are opportunities available, existing
crew will be promoted on existing terms and conditions on current fleets.
• Honouring current and future agreements – Both parties acknowledge the
importance of honouring agreements and are committed to working
together to create a climate of effective industrial relations. The best way
of guaranteeing this is through the successful completion of the industrial
relations review, which will include the appropriate application of cabin
crew agreements.
• Ability to transfer fleet/base on current terms and conditions - As with the
current process, there is no guarantee of achieving a transfer. However,
the company has committed to continue with the current practice of
transfers at Heathrow between Eurofleet and Worldwide, and to find a
mechanism to aid limited transfers from Gatwick under current terms and
conditions.
All current crew will have the opportunity to apply for all roles on the new
fleet if they choose. This will provide promotion opportunities for many
current crew. All crew joining the new fleet will have separate terms and
conditions. The company is prepared to recognise Unite for the purposes of
bargaining in the new fleet.
Final version
19/03/2010
3
Opportunities for Gatwick crew
It is accepted that restrictions within the Gatwick Fleet memorandum of
agreement limit the long haul route network. It is agreed that discussions will
be held with a view to removing these restrictions to provide the best
opportunities for growth in the long haul network at Gatwick, for the benefit
of the business and our people.
Disruption agreement
In order to minimise the impact of disruption to our customers and our crew,
the following points will remain, or be incorporated into the Disruption
Agreement
• The definition of disruption remains unchanged
• The double night will be removed for Worldwide diverted inbound
services to anywhere in the UK and Europe, and a minimum of 15 hours
off-duty will be achieved if the aircraft is unable to continue to its
original destination
• When disruption takes place the IFCE management team will advise
Duty representatives and crew colleagues when and how the disruption
agreement has been applied. A review will take place of any disruption
at the next joint meeting
Working together
The parties are committed to beginning the process of restoring and
improving relationships at all levels. With this in mind, it is important that there
is no victimisation arising from the dispute and both parties will work to ensure
that any issues are settled in a mature and professional way. Where there are
disciplinary or grievance cases, the intention is that these will be resolved
quickly. Where behaviour is found to be serious, any resulting action will be
measured and proportionate.
For the benefit of our crew, customers and business and in support of our
objective of making IFCE a great place to work, the company is keen to
develop a positive working relationship with the trade union to enable
effective industrial relations. The delivery of this agreement is dependent on a
radical change to our working relationships. In order to achieve the necessary
change a third party organisation will be engaged to support a fundamental
review of the company and cabin crew trade union relationships.
Final version
19/03/2010
4
Both parties recognise the assistance the TUC has given in securing this
agreement. The application of this agreement will be reviewed with the TUC,
twelve months from the date the agreement is signed.
Future IR framework
It is acknowledged that the existing arrangements for industrial relations for
cabin crew need to be reviewed and made fit for purpose, for both the
company and the union in the 21st century.
The union will re-engage with the existing facilities agreement. Negotiations
will take place between the company and the union nationally, with a view to
reaching a mutually agreeable framework within 12 weeks of completing this
agreement. The union have noted the company’s intent as outlined in the
covering letter attached to this agreement.
The company proposes the introduction of a broader business consultative
approach across British Airways, to engage our representatives and our
managers in a wider debate about our business performance and needs of our
customers. An example of items for discussion at the forum is the allocation
of routes. Prior to the start of each season the company will discuss the
allocation of routes with Unite.
Both parties are firmly committed to the effective application of company
procedures, which are currently the subject of negotiations in the Employment
Policy Committee and BA Forum.
Policy
Changes to corporate policies that apply to all colleagues across the company
and covered at the BA Forum and EPC have been subject to discussion. It is
the intention to conclude these discussions within one month of completing
this offer.
This offer maintains the contractual rights of cabin crew at their current level.
The offer does not reduce or extend them from where they are today.
Final version
19/03/2010
5
Appendix A – Fixed monthly travel payment
Worldwide
The fixed monthly travel payment will consolidate the following allowances;
• Long range premiums (LRP)/box payment
• Back to back payment (B2B)
• Destination payment (DES)
• Excess time premium (ETP)
Eurofleet
• Long day payments (LDP)
• Excess time premium (ETP)
• Base early report payment (BER)
The following categories of allowance are not included within scope of the
fixed monthly travel payment:
• Meal Allowances
• Daily Overseas Allowance (DOA)
• Nightly Incidental Allowance (NIA)
• Time Away Allowance (TAA)
• Line Trainer Payments
• Grounded Maternity Payments
• Rest Day Working
• Willing to Work
• Exceptional Payments from WW Disruption Agreement (One-Down
and Zone Closure)
Final version
19/03/2010
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Originally Posted by wiggy
Sorry to hear that, on both trips the only passengers with any major gripes have either been Staff or retired Staff.....
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Open Letter in Daily Mirror
Dear Mr TightSlot,
There is talk in the CC Forum BA V Bassa about a possible retabling of the last offer by BA. Perhaps you might like to post the following:
The Daily Mirror: "Willie and Woodley in their own words"
Chief executive Willie Walsh has called on Unite to put BA's latest offer for crew to its members.
In an open letter to Unite's joint general secretary Tony Woodley, published in today's Mirror (March 30), Willie said: "Ten days ago, before the first strike, we put a fair and sensible offer to Unite. The union rejected it — without consulting crew. Give your members a voice. Let cabin crew vote on the offer put forward."
Tony Woodley's response, published alongside Willie's letter, refers to using the two weeks to find a solution before the earliest that another strike could take place.
Both letters are reproduced below in full, unedited.
Dear Tony
Unite’s strikes have failed to ground British Airways.
We are flying more than 75 per cent of our customers to where they want to go and well over 60 per cent of cabin crew are turning up for work.
But that does not mean we want this dispute to go on.
British Airways cabin crew are rightly renowned for their skills and professionalism. We want a settlement that is fair to them and sensible for our business.
This airline is enduring a second year of record financial losses. We cannot go on like this.
We have to change our ways of working if we are to survive in the long-term — and provide jobs not just for crew, but for the thousands of engineers, baggage handlers, pilots, customer service staff and other groups who make up this airline.
Many of these groups have already contributed to the drive to make ourselves more efficient. Cabin crew cannot be an exception. Most crew realise this – which is why they don’t support strikes.
I believe we could resolve this dispute very quickly. Ten days ago, before the first strike, we put a fair and sensible offer to Unite. The union rejected it — without consulting crew.
So I say to you: give your members a voice. Let cabin crew vote on the offer we put forward.
It includes a four-year deal on pay — with a freeze in year one then rises of up to three or four per cent. Our existing crew would stay the best-rewarded in the UK industry.
Even though the courts say we do not have to, we have addressed Unite’s main demand for more crew on flights. We would recruit 184 extra staff.
The offer also paves the way for new long-haul opportunities for Gatwick crew, who would like a bigger network and are paid significantly less than their Heathrow colleagues.
And it sets out a plan to modernise our industrial relations so we can avoid this kind of damaging dispute in the future.
One of many myths in circulation is that I want to break the union. This is nonsense.
I have never been anti-union. I am a former union negotiator myself. Our offer makes clear that we would continue to recognise Unite to represent not just existing crew, but new crew employed in the future.
I have great respect for you. I know you don’t want more strikes. I know you want a settlement.
You and I may have different views on this offer. But surely the most important views are those of the crew themselves.
Unite’s officials and shop stewards have been holding closed, private conversations for far too long. Let the membership have a say, Tony. Put the offer to the vote and give peace a chance.
Yours, Willie
Dear Willie
No one can now doubt the strength of feeling among BA cabin crew.
I have been proud of the solidarity they have shown over the past week in standing up for their right to be treated with dignity by their employer.
The company has been hurt.
Both British Airways' image and its bank balance have suffered because the company did not listen to what its own employees were telling it — and then act to avert the disruption.
We don't want to cause further grief to the travelling public. That is why I believe common sense now demands that Unite and BA get around a table and thrash out a deal that satisfies both parties.
There is common ground. We accept that British Airways needs to cut costs to survive.
Tens of thousands of Unite members at British Airways — including cabin crew — have said they are ready to do their bit to keep the company flying.
Crew have offered more than £50 million in savings and BA want £10 million more — far less than it has lost as a result of this dispute.
But staff want to be treated with respect. Imposing radical change is no way to treat dedicated and professional employees.
Cabin crew have real fears about their future. Above all, they are anxious about the company's plans to bring in a "new fleet" of crew hired on lower pay and worse terms.
The company has said it will protect the pay of existing cabin crew. But they want assurances — not just fine words — that they will get a fair shake in the distribution of routes going forward.
Where you fly and how often is a core part of crew's working lives, and seeing the plum jobs handed over to cheaper staff as fast as the company can manage is not acceptable. But I believe we should be able to thrash out a formula which allays those concerns while accepting management's right to manage.
The other sticking point is your determination to punish those men and women who have stood by their union in this dispute by taking away their travel concessions.
In many cases, cheap BA flights are essential for crew to get to work, never mind for any other purpose. Can you really mean to inflict a lifetime's punishment on staff who you yourself say are good cabin crew?
Industrial statesmanship means drawing a line under the rancour.
Surely you should not be putting unnecessary obstacles in the way of rebuilding morale.
Unite has already promised not to strike over the Easter holiday period. We will keep that promise. That gives us two weeks to find a solution before the earliest that another strike could take place.
Let's use this strike-free period to establish what we all want — getting British Airways a platform for permanent prosperity.
Yours, Tony
There is talk in the CC Forum BA V Bassa about a possible retabling of the last offer by BA. Perhaps you might like to post the following:
The Daily Mirror: "Willie and Woodley in their own words"
Chief executive Willie Walsh has called on Unite to put BA's latest offer for crew to its members.
In an open letter to Unite's joint general secretary Tony Woodley, published in today's Mirror (March 30), Willie said: "Ten days ago, before the first strike, we put a fair and sensible offer to Unite. The union rejected it — without consulting crew. Give your members a voice. Let cabin crew vote on the offer put forward."
Tony Woodley's response, published alongside Willie's letter, refers to using the two weeks to find a solution before the earliest that another strike could take place.
Both letters are reproduced below in full, unedited.
Dear Tony
Unite’s strikes have failed to ground British Airways.
We are flying more than 75 per cent of our customers to where they want to go and well over 60 per cent of cabin crew are turning up for work.
But that does not mean we want this dispute to go on.
British Airways cabin crew are rightly renowned for their skills and professionalism. We want a settlement that is fair to them and sensible for our business.
This airline is enduring a second year of record financial losses. We cannot go on like this.
We have to change our ways of working if we are to survive in the long-term — and provide jobs not just for crew, but for the thousands of engineers, baggage handlers, pilots, customer service staff and other groups who make up this airline.
Many of these groups have already contributed to the drive to make ourselves more efficient. Cabin crew cannot be an exception. Most crew realise this – which is why they don’t support strikes.
I believe we could resolve this dispute very quickly. Ten days ago, before the first strike, we put a fair and sensible offer to Unite. The union rejected it — without consulting crew.
So I say to you: give your members a voice. Let cabin crew vote on the offer we put forward.
It includes a four-year deal on pay — with a freeze in year one then rises of up to three or four per cent. Our existing crew would stay the best-rewarded in the UK industry.
Even though the courts say we do not have to, we have addressed Unite’s main demand for more crew on flights. We would recruit 184 extra staff.
The offer also paves the way for new long-haul opportunities for Gatwick crew, who would like a bigger network and are paid significantly less than their Heathrow colleagues.
And it sets out a plan to modernise our industrial relations so we can avoid this kind of damaging dispute in the future.
One of many myths in circulation is that I want to break the union. This is nonsense.
I have never been anti-union. I am a former union negotiator myself. Our offer makes clear that we would continue to recognise Unite to represent not just existing crew, but new crew employed in the future.
I have great respect for you. I know you don’t want more strikes. I know you want a settlement.
You and I may have different views on this offer. But surely the most important views are those of the crew themselves.
Unite’s officials and shop stewards have been holding closed, private conversations for far too long. Let the membership have a say, Tony. Put the offer to the vote and give peace a chance.
Yours, Willie
Dear Willie
No one can now doubt the strength of feeling among BA cabin crew.
I have been proud of the solidarity they have shown over the past week in standing up for their right to be treated with dignity by their employer.
The company has been hurt.
Both British Airways' image and its bank balance have suffered because the company did not listen to what its own employees were telling it — and then act to avert the disruption.
We don't want to cause further grief to the travelling public. That is why I believe common sense now demands that Unite and BA get around a table and thrash out a deal that satisfies both parties.
There is common ground. We accept that British Airways needs to cut costs to survive.
Tens of thousands of Unite members at British Airways — including cabin crew — have said they are ready to do their bit to keep the company flying.
Crew have offered more than £50 million in savings and BA want £10 million more — far less than it has lost as a result of this dispute.
But staff want to be treated with respect. Imposing radical change is no way to treat dedicated and professional employees.
Cabin crew have real fears about their future. Above all, they are anxious about the company's plans to bring in a "new fleet" of crew hired on lower pay and worse terms.
The company has said it will protect the pay of existing cabin crew. But they want assurances — not just fine words — that they will get a fair shake in the distribution of routes going forward.
Where you fly and how often is a core part of crew's working lives, and seeing the plum jobs handed over to cheaper staff as fast as the company can manage is not acceptable. But I believe we should be able to thrash out a formula which allays those concerns while accepting management's right to manage.
The other sticking point is your determination to punish those men and women who have stood by their union in this dispute by taking away their travel concessions.
In many cases, cheap BA flights are essential for crew to get to work, never mind for any other purpose. Can you really mean to inflict a lifetime's punishment on staff who you yourself say are good cabin crew?
Industrial statesmanship means drawing a line under the rancour.
Surely you should not be putting unnecessary obstacles in the way of rebuilding morale.
Unite has already promised not to strike over the Easter holiday period. We will keep that promise. That gives us two weeks to find a solution before the earliest that another strike could take place.
Let's use this strike-free period to establish what we all want — getting British Airways a platform for permanent prosperity.
Yours, Tony