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Thread: New working practices and restructuring .

  1. #41
    Join Date
    Oct 2005
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    UK
    Posts
    72

    Default Re: New working practices and restructuring .

    One of the problems with Unite is that their full time officials no little about Air Legislation, to be fair that is not unusual, full time officials are normally only expert in TU issues, what counts is the ability to call on the volunteer reps within a branch who do know their Air Legislation. Prospect/ALAE have some good knowledgeable current LAE's who can assist from within the branch, I don't know if Unite has many likewise? I don't wish to knock Unite or over play Prospect on the other hand if only the LAE's would put their hands in their pockets and we could have our own ''BALPA'' which would sort things out!!

  2. #42
    Join Date
    Dec 2001
    Location
    Crawley
    Posts
    976

    Default Re: New working practices and restructuring .

    The thing is, the experts in air legislation are the members. This sets out EC 376/2014 on Just Culture and explains some measures to follow -

    https://www.caa.co.uk/uploadedFiles/...%20Culture.pdf

    The employer follows the regulation, it does not make it. The CAA has oversight and that is where you can report. As to employment tribunals, I have not heard of any wins/losses based on maintenance related issues (the only headline in the last few years was the fan cowl and I "thought" it was dealt with internally). That suggests two things, either there have been no issues or no issues have been pursued. Have any members been disciplined over issues where the Just Culture process has been followed and the following has been applied -

    "A culture in which front-line operators or other persons are not punished for actions, omissions or decisions taken by them that are commensurate with their experience and training, but in which gross negligence, wilful violations and destructive acts are not tolerated"

  3. #43

    Default Re: New working practices and restructuring .

    Nice logic but from which planet?

    So the criticisms about manpower levels not unite's problem?

  4. #44
    Join Date
    Dec 2001
    Location
    Crawley
    Posts
    976

    Default Re: New working practices and restructuring .

    The manpower issue is a global one -

    https://www.consultancy.uk/news/1335...on-fleets-grow

    The old adage "you can only do one job at a time" rings true here and that is not the recognised unions problem, it is the employers. It is my belief that you will see your salary rise in the short term, where business needs to attract and retain qualified personnel. Lobby groups like Airlines for Europe will want decreasing initial qualification standards rather than promoting why engineering is a great job with great benefits, to get the kids (and parents) choosing it as a career path.
    Last edited by litebulbs; January 28th, 2018 at 09:21.

  5. #45

    Default Re: New working practices and restructuring .

    So unite don't get involved in persecution of staff. Don't get involved with a commercial enterprise extracting u**ne regarding manpower levels. They don't get involved in some very strange authorisation/responsibilities practices. They haven't protected my pay, my pension, my working conditions. They have failed to prevent rampant commercialism.

    On the other hand there is a thread on this website about an ALAE victory at Glasgow (apologies I said Cardiff earlier) which did deal with many of the issues raised. The tribunal judge even stated that BA's behaviour was draconian. ALAE are not even inhouse but recognised the issues and challenged them.

    What are my unite subs for?

  6. #46
    Join Date
    Dec 2001
    Location
    Crawley
    Posts
    976

    Default Re: New working practices and restructuring .

    You pay your subs to belong to a union, which allows your elected representatives to negotiate on your behalf around the terms outlined in your recognition agreement in line with legislation drawn up in 1992.

    They don't get involved; lets assume you mean the full time regional officer. To get involved in the authorisation practices, somebody needs to submit a grievance, or raise it at a forum so a collective grievance can be raised. Has that happened?

    Are you not in year 3 of a pay deal?

    I do not know your current working conditions, what has changed over time?

    How would you protect your pension?

    I am a member of Prospect.

  7. #47
    Join Date
    Oct 2005
    Location
    UK
    Posts
    72

    Default Re: New working practices and restructuring .

    A culture in which front-line operators or other persons are not punished for actions, omissions or decisions taken by them that are commensurate with their experience and training, but in which gross negligence, wilful violations and destructive acts are not tolerated
    I am personally aware of one case in which a mechanic was given a final written warning and all those above him, his certifying B1 and his Supervisor were not ''punished'' in any way, nor even investigated in the same way the Mechanic was, even though they would take the legal hit if there had been an accident as a result of the mistake (The issue was resolved before flight) The Management were out to blame someone as they had been embarrassed by the incident and the easiest person to blame was the Mechanic. The idea of the Just Culture guidance was not mentioned by the HR at all and when brought up in appeals they were unaware of it!

  8. #48
    Join Date
    Dec 2001
    Location
    Crawley
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    976

    Default Re: New working practices and restructuring .

    Do you know if BA use MEDA?

  9. #49

    Default Re: New working practices and restructuring .

    It does in all but name as part of a wider safety/just culture policy. Wouldn't want anyone to consider we are not able to produce our own

  10. #50

    Default Re: New working practices and restructuring .

    Maybe a bigger restructure again.. atleast 3 managers leaving to join an ex ba casualty manager who is now part of SR Technics

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