The TFAU union are led by outsider who have political motive.

BR/evergreen is probably one of the best Taiwanese company in terms of pay and benefit. Yes they are like Japanese in terms of management style. But they also have benefit that is really comparable to Japanese corporation. They do care about their employees.

This is why the attendant has no public support nor support from other employees within the company.

Also please stop spreading lies.

i saw for my own eyes on how BR ate rebooking fares and how they stayed late in SF until last passenger left their ticketing office.

Me and my colleague have no status on BR (both of us are GS on United). Between us BR ate $2700 on our tickets.

Their management shows better care of their passenger than the princess attendant.

Also do not drag other strike into this discussion. BR attendant makes more than LH and all of US flight attendant. Their salary is also better than 70% of population in taiwan.

$120 per diem per day is ridiculous. My company has $80 per diem per day (it’s not even per diem- because is based on actual spend and we can’t go over $80). $60 per meal is excessively high. Even one of the world most profitable company doesn’t have that kind of budget.

不公不義，必然自斃
到國外網站哭更讓人不齒

長榮管理層比妳們這群公主好太多
高卡跟星空高卡不是笨蛋

剛剛留完負評的客人上
UA GS Jxxx49x

IThe thing is the attendant know about this. And they can choose to leave to find a company better fit their style.

I fly every month and always in J.

You are making a fool of yourself thinking your 2 TPac means anything.

Majority of us fly over 100k butt miles a year. So we know what we are talking about.

I go out of my way to support BR at least 2-3 times a year. Despite adding 4 plus hour each way. Eating over heated food and frozen cake.

I think you have seen diamond and Gold. A United GS already shoot the petition down.

So stop thinking that your comment outweigh majority of us on this board.

shows how immature taiwan laws are.

i applaud EVA management on this specific issue.

Do you have a published comparison on this, or is this just your personal opinion? All I have to go by are the labour audits I have seen, and on that basis, I see that branch offices or subsidiaries of multinational EU based firms have some of the best compensation packages. Everything is relative: If one used USA's Google/ABC as the measuring point, everyone would have awful working conditions. (No one can touch Google's benefits and compensation packages.) Your comparison to Japan of benefits provided is given to hyperbole. Which Japanese companies and for which class of workers are you referring to?? Perhaps the working conditions are similar to that of retailers such as 7-11 or Family Mart, but the benefits (and pay) are not comparable with Japanese airlines. I am reasonable enough to recognize that it would be an unfair comparison anyway, as the living costs and social expectations of Japan are quite different than those of Taiwan.
Your comment was directed at someone else, but I do note your comment on per diem and offer that it is somewhat unfair. Please note that most companies with international travel requirements have per diem ranges that reflect travel zones and the employee position. Your $80 would not go very far in Tokyo. It is not unreasonable for per diems to reflect this.

It's unfortunate that you still have to fly 100,000 "butt miles" per year as you crudely put it. last year, I was able to reduce my mileage to just under 85,000 and hope to get it below 75,000 this year. Almost all of my travel was in business or first class. I do not go out of my way to support EVA, but will fly when the airfare or schedule is attractive. My reference to 2 TPACs was in reference to my flights on EVA. I usually fly on other airlines, either *A or SkyTeam.
I am surprised to read your issue with over heated food, as my meals are often served lukewarm . Despite that, I have no complaints about the quality of service and appreciate the professionalism of the cabin crew. I do not "think" my comment outweighs, the "majority" on the board. However, you are assuming that the small number of aggressive and bullying opinions expressed in the forum represent the full views of the customer base. People do not necessarily express their true sentiments, either because they do not wish to have a confrontation, or don't care what others think or can't be bothered. I do appreciate that there are some people who support the company position. I also recognize that there are some valid concerns raised by management. However,as I have stated multiple times. EVA has a labour relations problem. No amount of screaming or threatening or bullying will solve it. Leadership requires the ability to recognize when there is an impasse and when there is a persistent issue. The labour dispute we see today is a repeat of past disputes. Making allegations of sabotage or character assassination of the labour representatives will not help deliver a solution. It is quite obvious that there needs to be a change in the management approach and the negotiating strategy. This doesn't mean that the union is right, but if the company wants a solution it will have to show leadership and try a different approach. EVA is clinging to a negotiating style and approach that is outdated.

I mentioned it previously, but I will emphasize again, that time is on the workers side. Taiwan is a rapidly aging society. The median age is 41. In a about 5 years years, Taiwan will have what is called a "super aged" population. Despite claims by some in the forum to the contrary, there are not thousands of qualified candidates available to work as FAs. Taiwan has an unemployment rate of about 3.7%, which has resulted in a serious labour shortage. The unemployed are made up in large part by people who are either unemployable because of intellectual or physical deficit, or who are not appropriate for FA duties. Yes there are the infrequent polls that suggest that white collar workers consider the FA position a dream job. However, what is not covered in the polls is the opinion once the dreamers have the long hours and tedious working conditions explained to them. It is incorrect to assume that FAs can easily be replaced under the current economic and demographic characteristics. This is why the management mindset must change and view the FAs as an asset with some value. The current confrontational management style of both management and the union will only result in more fighting and bickering in future years.

less than $3. Only select few has $5 (including CI when government forced airlines to eat it- causing CI to lack BR on profitability front).