BR7 and 8 (TPE/SFO): EVA flight attendants demand proper rest time in sit-in protest
Feb 26, 2018, 7:10 am
#91
FlyerTalk Evangelist
Join Date: May 2001
Posts: 10,969
Looks like there are developments on this front:
https://udn.com/news/story/7266/3000140 - BR7 and BR8 will be all volunteer cabin crew for the whole month starting March
https://udn.com/news/story/7241/3000087 - PEK will not use same-day-turn cabin crew during bad weather months
Not sure what they mean exactly but there is news.
https://udn.com/news/story/7266/3000140 - BR7 and BR8 will be all volunteer cabin crew for the whole month starting March
https://udn.com/news/story/7241/3000087 - PEK will not use same-day-turn cabin crew during bad weather months
Not sure what they mean exactly but there is news.
Feb 26, 2018, 7:20 am
#92
Join Date: Dec 2008
Location: PHL, NYC, DC
Posts: 9,708
Looks like there are developments on this front:
https://udn.com/news/story/7266/3000140 - BR7 and BR8 will be all volunteer cabin crew for the whole month starting March
https://udn.com/news/story/7241/3000087 - PEK will not use same-day-turn cabin crew during bad weather months
Not sure what they mean exactly but there is news.
https://udn.com/news/story/7266/3000140 - BR7 and BR8 will be all volunteer cabin crew for the whole month starting March
https://udn.com/news/story/7241/3000087 - PEK will not use same-day-turn cabin crew during bad weather months
Not sure what they mean exactly but there is news.
"due to continued disagreement between management/union, rotating roster BR7/8 work will not be compulsory and be filled with either backup/standby/volunteered staff"
"because of tight deadline to max timeout or end of day, rather than risking them doing a turnaround flight back the same day, management will let them overnight in PEK instead. Basically the compromise is done on a risk-assessed basis on when delays were most likely to occur"
That is how i read it
Feb 26, 2018, 12:01 pm
#93
Join Date: Aug 2016
Location: SFO
Programs: BR Diamond, Dynasty Flyer Paragon, Marriott Lifetime Plat
Posts: 1,926
Probably means
"due to continued disagreement between management/union, rotating roster BR7/8 work will not be compulsory and be filled with either backup/standby/volunteered staff"
"because of tight deadline to max timeout or end of day, rather than risking them doing a turnaround flight back the same day, management will let them overnight in PEK instead. Basically the compromise is done on a risk-assessed basis on when delays were most likely to occur"
That is how i read it
"due to continued disagreement between management/union, rotating roster BR7/8 work will not be compulsory and be filled with either backup/standby/volunteered staff"
"because of tight deadline to max timeout or end of day, rather than risking them doing a turnaround flight back the same day, management will let them overnight in PEK instead. Basically the compromise is done on a risk-assessed basis on when delays were most likely to occur"
That is how i read it
SFO volunteer schedule will most likely offer extra money(normally it is NT2500-5000). Anyways, the 3-day schedule ends in July. Of course, the union failed to mention this. The whole "informational" post they had was focused on trashing the company for proposing strike notices/terms and how the PEK proposal is completely unacceptable.
Next meeting is 3/27. Hopefully we don't see any protests between now and then.
Feb 28, 2018, 1:57 am
#94
Join Date: May 2008
Location: Bay Area
Programs: UA 1k now; AA (no status); HY Diamond; SPG Platinum
Posts: 707
This is the result of the 11th arbitration meeting. BR has forced the union to consult with them regarding strike terms and strike notice. The union claims they have done very little to improve the working conditions so they have no right to be discussing such things.
SFO volunteer schedule will most likely offer extra money(normally it is NT2500-5000). Anyways, the 3-day schedule ends in July. Of course, the union failed to mention this. The whole "informational" post they had was focused on trashing the company for proposing strike notices/terms and how the PEK proposal is completely unacceptable.
Next meeting is 3/27. Hopefully we don't see any protests between now and then.
SFO volunteer schedule will most likely offer extra money(normally it is NT2500-5000). Anyways, the 3-day schedule ends in July. Of course, the union failed to mention this. The whole "informational" post they had was focused on trashing the company for proposing strike notices/terms and how the PEK proposal is completely unacceptable.
Next meeting is 3/27. Hopefully we don't see any protests between now and then.
totally not negotiating but use media to hold company hostage.
Feb 28, 2018, 4:12 am
#95
FlyerTalk Evangelist
Join Date: May 2001
Posts: 10,969
I had a conversation with someone who works for a franchised US hotel chain in TPE. Their new expat GM apparently is conducting a lot of searches of employee lockers (I guess he somehow suspected the employees are thieves).
When I asked him if they had a union, he said no. The company has busted unions by using contractors to stay under the # of employee limit for years. So, in this case, I think a union would be beneficial.
When I asked him if they had a union, he said no. The company has busted unions by using contractors to stay under the # of employee limit for years. So, in this case, I think a union would be beneficial.
Feb 28, 2018, 12:07 pm
#96
Join Date: Aug 2016
Location: SFO
Programs: BR Diamond, Dynasty Flyer Paragon, Marriott Lifetime Plat
Posts: 1,926
The media stands with the company though. Evergreen group has maintained excellent media relations throughout the years through the use of discounted/free tickets to press and other associated benefits. In return, the media often quells/quashes stories and other favors.
Feb 28, 2018, 1:34 pm
#97
Join Date: Jul 2008
Location: LAS ORD
Programs: AA Pro (mostly B6) OZ♦ (flying BR/UA), BA Silver Hyatt LT, Wynn Black, Cosmo Plat, Mlife Noir
Posts: 5,992
I had a conversation with someone who works for a franchised US hotel chain in TPE. Their new expat GM apparently is conducting a lot of searches of employee lockers (I guess he somehow suspected the employees are thieves).
When I asked him if they had a union, he said no. The company has busted unions by using contractors to stay under the # of employee limit for years. So, in this case, I think a union would be beneficial.
When I asked him if they had a union, he said no. The company has busted unions by using contractors to stay under the # of employee limit for years. So, in this case, I think a union would be beneficial.
Mar 3, 2018, 9:54 pm
#98
FlyerTalk Evangelist
Join Date: May 2001
Posts: 10,969
I'm not familiar with Taiwan law, but in all jurisdictions I'm aware of in the USA, searches of employee lockers are regarded by courts as an acceptable condition of employment. Perhaps more to the point, courts and legislation determine the legality of such issues - not unions.
Mar 5, 2018, 3:10 pm
#99
Join Date: Jul 2008
Location: LAS ORD
Programs: AA Pro (mostly B6) OZ♦ (flying BR/UA), BA Silver Hyatt LT, Wynn Black, Cosmo Plat, Mlife Noir
Posts: 5,992
Mar 18, 2018, 9:36 pm
#100
FlyerTalk Evangelist
Join Date: May 2001
Posts: 10,969
I had a conversation with someone who works for a franchised US hotel chain in TPE. Their new expat GM apparently is conducting a lot of searches of employee lockers (I guess he somehow suspected the employees are thieves).
When I asked him if they had a union, he said no. The company has busted unions by using contractors to stay under the # of employee limit for years. So, in this case, I think a union would be beneficial.
When I asked him if they had a union, he said no. The company has busted unions by using contractors to stay under the # of employee limit for years. So, in this case, I think a union would be beneficial.
I'm not familiar with Taiwan law, but in all jurisdictions I'm aware of in the USA, searches of employee lockers are regarded by courts as an acceptable condition of employment. Perhaps more to the point, courts and legislation determine the legality of such issues - not unions.
Mar 20, 2018, 12:05 pm
#101
Join Date: Aug 2016
Location: SFO
Programs: BR Diamond, Dynasty Flyer Paragon, Marriott Lifetime Plat
Posts: 1,926
The union is adding BR265/266 to their demands of flights to be changed. They say that mgmt. continues to operate flights to PNH without a crew change even when they knew beforehand that they would work over 12 hours due to delays in TPE(or known delays they would face in PNH).
It will be interesting to see how CNX will operate(layover or not) when it starts.
It will be interesting to see how CNX will operate(layover or not) when it starts.
Mar 20, 2018, 11:38 pm
#102
Join Date: Jul 2008
Location: LAS ORD
Programs: AA Pro (mostly B6) OZ♦ (flying BR/UA), BA Silver Hyatt LT, Wynn Black, Cosmo Plat, Mlife Noir
Posts: 5,992
...and I did not use the word "rights".
Mar 20, 2018, 11:57 pm
#104
Join Date: Jul 2008
Location: LAS ORD
Programs: AA Pro (mostly B6) OZ♦ (flying BR/UA), BA Silver Hyatt LT, Wynn Black, Cosmo Plat, Mlife Noir
Posts: 5,992
It should be obvious that working for an employer who understands the difference between labor rights and management styles is preferable to working for one who doesn't.
(And again, that I actually have to state that is a bit scary.)
(And again, that I actually have to state that is a bit scary.)
Mar 27, 2018, 10:36 am
#105
Join Date: Aug 2016
Location: SFO
Programs: BR Diamond, Dynasty Flyer Paragon, Marriott Lifetime Plat
Posts: 1,926
EVA Air and TFAU held their 12th arbitration meeting yesterday, with no mentions of overnight rest. Instead, the consultations revolved around a guaranteed 60hr/month, the implementation of 2hr/1 day of annual leave, and the per diem adjustment to NT150.
1. 60hr./month was debated and BR said they had to get back to the union on this as they must consult with crew scheduling/C-suite.
2. 2hr./1 day of annual leave was debated but no agreement was made as BR claims that it is not sustainable. However, one should note that pilots get 1 annual day of leave per 3 hours of work.
3. For per diem, BR said that they are not CI and are not obligated to provide NT150 just because CI is doing it. The union says there is room for adjustment. They threatened the union with a CX-type per diem, meaning that only overnight flights will be getting per diem now, and turnarounds will not be paid per diem. The union objected.
in addition, BR bodes farewell to their cabin crew management division VP, who is being replaced by his deputy. Hope all is well in the future.
1. 60hr./month was debated and BR said they had to get back to the union on this as they must consult with crew scheduling/C-suite.
2. 2hr./1 day of annual leave was debated but no agreement was made as BR claims that it is not sustainable. However, one should note that pilots get 1 annual day of leave per 3 hours of work.
3. For per diem, BR said that they are not CI and are not obligated to provide NT150 just because CI is doing it. The union says there is room for adjustment. They threatened the union with a CX-type per diem, meaning that only overnight flights will be getting per diem now, and turnarounds will not be paid per diem. The union objected.
in addition, BR bodes farewell to their cabin crew management division VP, who is being replaced by his deputy. Hope all is well in the future.
Last edited by hayzel7773; Mar 27, 2018 at 2:25 pm