easyJet DEC Gatwick?
Join Date: Jan 2001
Location: UK
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I am sure it would be both cheaper and quicker to recruit from within as opposed to from outside.
But the RHS-LHS also involves training a replacement P2, which if low hour is a long process.
Not saying it is right, but that would be the bean counters view - 1 recruitment, 1 course not 2.
opportunity, equality, fairness, openess, working together
Opportunity - denied
Equality - maybe not?
Fairness - doesn't sound like it.
Openness - No one seems to know what's going on
Working together - with DEC's!
Join Date: Aug 2003
Location: Far out
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The sense of indignation and entitlement is amazing. Easyjet is not a seniority airline. Never has been. Why should a FO who has only ever flown one type with one airline who has just turned 3000 hrs expect to suddenly switch seats. If there are better qualified, more experienced applicants then it is both safer and economical for the company to employ them.
You reap what you sow. Those that felt they could buy a job then expect the rest of the career path at Easyjet to be smooth will now see the error of their ways. As predicted by many on this forum. Let's wait until CTC start selling the left seat next.........
You reap what you sow. Those that felt they could buy a job then expect the rest of the career path at Easyjet to be smooth will now see the error of their ways. As predicted by many on this forum. Let's wait until CTC start selling the left seat next.........
Join Date: Oct 2005
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James,
You may have a point but the issue concerns SFO's who have already been deemed suitable for command.They have had to jump through many hoops.
Easy needs to promote them to keep the CTC pyramid/income generator ticking over...but with training resources stretched they have a small problem...and gaps at Gatters because of the aforementioned reasons.
So the opportunity to grab some trainers from MON is there...especially if they have Squadron acquaintances!
As for experience...to the bean counters we are just cost units and if they could replace us with robots then they would do just that.
You may have a point but the issue concerns SFO's who have already been deemed suitable for command.They have had to jump through many hoops.
Easy needs to promote them to keep the CTC pyramid/income generator ticking over...but with training resources stretched they have a small problem...and gaps at Gatters because of the aforementioned reasons.
So the opportunity to grab some trainers from MON is there...especially if they have Squadron acquaintances!
As for experience...to the bean counters we are just cost units and if they could replace us with robots then they would do just that.
Join Date: Apr 2007
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The standard pattern is 5 lates 4 off; 5 earlies 3 off.
Lots of 4 sector days and a few 5 sectors.
Nightstops are BCN/MAD/CPH/AMS/INV (1 early and 1 late crew), AMS possibly stopping as the base opens.
Lots of 4 sector days and a few 5 sectors.
Nightstops are BCN/MAD/CPH/AMS/INV (1 early and 1 late crew), AMS possibly stopping as the base opens.
Join Date: Apr 2002
Location: Put out to graze
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It depends how much you pay into your pension fund, SAYE, BAYE, how many sectors you fly v's leave, what your bonus is (loyalty and performance).
Take 10 seconds out and do a search on google and you will get the gross figures, the rest is on HMRC site.
Take 10 seconds out and do a search on google and you will get the gross figures, the rest is on HMRC site.
so far so good...
It does depend on what you put away into share plans and pension. I am 10 plus year capt and take home around £4500. With that, I put 23% of my salary into the pension to add into what the company puts in (making a total around £2300 per month) and subscribe to the share plans (£500 per month) The takehome includes sector pay, so in summer it may go up a little. Every October, loyalty pay kicks in and I get 15%of my basic salary (£96600) in one fat lump sum, which swells the Oct paycheck to £11000.
Hope this helps.
It does depend on what you put away into share plans and pension. I am 10 plus year capt and take home around £4500. With that, I put 23% of my salary into the pension to add into what the company puts in (making a total around £2300 per month) and subscribe to the share plans (£500 per month) The takehome includes sector pay, so in summer it may go up a little. Every October, loyalty pay kicks in and I get 15%of my basic salary (£96600) in one fat lump sum, which swells the Oct paycheck to £11000.
Hope this helps.
