- Created: Wednesday, 06 July 2016 12:48
- Last Updated: Wednesday, 06 July 2016 12:50
The Australian Licensed Aircraft Engineers’ Association (ALAEA) is a federally registered Australian organisation that represents the industrial, technical and professional interests of Licenced Aircraft Maintenance Engineers (LAMEs). Formed in 1964, ALAEA’s membership includes most LAMEs employed in regular public transport and regional airlines, and has widespread coverage of LAMEs in General Aviation right across Australia. Read more about ALAEA
Steve Purvinas, Federal Secretary
After 4 years of intensive research and analysis the University of NSW's Business School's Industrial Relations Research Centre has released their final report into the future of aircraft maintenance in Australia. A copy can be downloaded here.
The Qantas TSS Benchmark book (7 September 2015) is a reference tool which is to be used for the application of the Hay Band methodology. A copy can be downloaded here.
|Number of defects on Qantas aircraft likely to have gone undetected since 14th June 2012 when Aircraft Engineers were ordered by Fair Work Australia not to carry out safety checks prior to flights.|
CASA Licence E1, E4 and E5 Exclusion Removal Training
firstname.lastname@example.org is seeking Expressions of Interest for LAME’s or AME’s seeking to get the Exclusions removed from their CASA Licence.
Removal of these Exclusions allows the individual to gain a full B1 outcome when completing type training into the future.
The ALAEA has engaged a number of training providers to provide flexibility for our members. Our purchasing power enables us to secure courses at a wholesale rate and pass on the savings to our members.
The more people we can enroll in each course the greater the savings!!
|Program||CASA B1 Exclusion Removal|
|Aim||This program provides a pathway for ALAEA members wanting to remove CASR Part 66 B1 Licence Exclusions E1, E4 and E5 from their Licence Category.|
|Cost||$3500* Flexible payment options available|
Flexible delivery options are available based on demand.
Course can be broken into modules allowing students to attend training during leisure time within their roster minimising Annual Leave burn.
|Accessibility||The training is available in numerous locations across Australia. The ALAEA has engaged a number of providers so you can choose what option suits you best. Self-paced learning is also available.|
|Instructor led Theory Course
|Duration||Approximately 28 days.|
|Contact||Email email@example.com to secure your spot.|
These opportunities can also extend to B1 LAME’s seeking B2 outcomes and B2 LAME’s seeking B1 outcomes. AME’s requiring up-skilling should also apply.
* $3500 is based on the above course in the providers preferred location and minimum number of students per course.
The ALAEA has been asked to circulate our members seeking expressions of interest in two flying spanner jobs with a VIP charter organisation. They are seeking a full 767 B1 with the P&W engine installation variant and a Full B2 for the aircraft.
As well as the appropriate technical skills they are seeking persons with good interpersonal skills as they will form an integral part of the operating crew and there will be direct contact with the passengers.
Pionair Australia has won a 3 year contract operating BAE146-200QT freight aircraft with bases at Cairns and Adelaide.
We also require line maintenance support at MEL, SYD, BNE, TSV locations. The services will operate between 1800-0800 AEST. As such we require suitably qualified staff B1 and B2 LAME coverage.
The start date of the contract is 01JUL2016 however we will need to interview potential candidates immediately to be based in Sydney to help roll out the first of three BAE146 aircraft prior to this date. The other 2 aircraft will need to be ready later in the year.
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I look forward to hearing from you.
PO Box CP411
Condell Park NSW 2200 firstname.lastname@example.org
Pionair Australia Pty Ltd
URGENT, Oversize & Dangerous Cargo
FIFO | Logistics | ACMI | Airline Support
+61 2 9707-1117 T
+61 408 796 030 M
The ALAEA now has about 50 members who have indicated to us they wish to pursue action against the airline to seek to recover forced leave and seek penalties against managers and the airline for breaching the EA. As usual Qantas are continuing to try and confuse the issue by handing further letters to those members who have raised a dispute and to trick others by an offer to adjust their leave burn dates to a more suitable time. Members who take up the offer to adjust leave burn dates should know they will potentially waive any chance to recover lost leave as it may be taken as “approval” for leave burn to be applied to them as individuals.
If you have handed the dispute form to management, you will receive another letter from them where they disagree that the matter is in dispute and advise you that you should not be on standby to work when you are away. As you have already notified them that the matter is in dispute, you do not have to do this again. Additionally, you have also advised them that you will be on standby to return to work whilst away and should not approach them to argue this matter. Qantas are attempting to bully employees by suggesting you discuss this matter with managers as individuals and bypass union representation (which you are entitled to). A letter has been sent to management last Friday (as attached) responding to their post dispute individual letters and no further action is required by members.
For those yet to receive letters forcing you to take leave or confused about the process, our instructions have not changed and the pre-prepared paperwork and instructions sent in our 16th March notice again appear below.
This notice is for those Qantas Sydney LAMEs who have been directed to take leave and have personal letters
Checklist (if you want to dispute the direction):
To__________________________________________________________________________he Qantas Manager
who handed me a letter directing me to take leave as part of a leave burn program.
This matter is in dispute as I do not believe Qantas are in a situation in Sydney where there is a surplus of employees. The ALAEA was consulted extensively regarding redundancies and staffing levels in 2014 and the company declared the number of staff required based specifically on the amount of projected work known at that time. Since that time new work has been added, staff who have applied for VR have not been released, decisions which were cited as reducing the need for staff in 2014 have been reversed and positions are now being covered by the pool of remaining staff which were not considered by Qantas during the original calculations. These, and other factors, demonstrate to me that Qantas does not have a surplus of 46.5 persons (and may have no surplus employees at all) and the amount of leave being directed is incorrect.
If Qantas continue with the program as presented to the ALAEA (which requires Sydney LAMEs to cover for an additional 46.5 staff) then too much leave will be forced upon the current workforce. Qantas is not permitted to exercise clause 60 (surplus management) of the existing LAME Enterprise Agreement in these circumstances. Therefore, I believe that doing so will breach the Fair Work Act and could expose the airline, and individual managers involved in the potential breaches, to penalties. The amount of the penalty could be up to $54,000 for the company and $10,800 for an individual for each breach.
If Qantas continues to direct me to take leave under the leave burn program in 2016, I intend to authorise the ALAEA to seek breach orders, compensation and penalties on my behalf against the airline and any manager who was involved in a breach of the Enterprise Agreement. Qantas was fined heavily for breaching a clause in the LAME Workplace Determination in 2013 and is on notice about further breaches.
If the company maintains its instruction for me to take directed leave as part of a leave burn program I will, as directed, not present for duty. However I will remain on standby for recall at any time during the period of directed leave. I will do this as I do not consider this legitimate leave and will be seeking for it to be reimbursed or re-credited to me
I strongly recommend that you seek your own legal advice external to Qantas. Involvement in a breach could lead to you being personally fined for your actions whether or not you assert that you are just “following instructions”. A court has, in recent years, ordered personal fines against a Qantas manager who had breached the Fair Work Act after legal action brought on behalf of a member by the ALAEA. I request that you cancel my directed leave and not be involved in any breach of the Enterprise Agreement or Fair Work Act.
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I wholly reserve my right to take action to address any alleged breaches, with no further notice to you or Qantas.
Staff Number: ____________________ Section: _________________________________________
Date: __________________________ Signature: ________________________________________
A further Eastern EBA meeting took place at Mascot on 15 March. Unfortunately the assessment of your negotiating team was that there was no real progress on the key issues that need to be resolved.
Given we have been in discussions with Qantaslink since the end of July 2015 the ALAEA believes we have now reached a level of impasse in these negotiations whereby we need to seek conciliation assistance from the Fair Work Commission. The ALAEA intention is to shortly lodge a bargaining dispute under s240 of the Fair Work Act and the next EBA meeting is therefore expected to take place at the Fair Work Commission in Sydney. Members will be informed when there is a confirmation as to when the conference before the Commission will take place.
The key issues that will be raised at the FWC are:
Significant concerns raised by the ALAEA negotiating team about future job security for LAMEs in response to the Company claim that a new Eastern Engineers EBA has to include provision for A Category Company Authorisations. The ALAEA preference is for A Cat provisions to not be included in the new EBA.
We have continued to raise concerns to the Company about having to accept an 18 month pay freeze especially considering the recent announcement on 23 February which confirmed that Qantas is now trading very profitably. The 18 month pay freeze proposed by the Company means that Eastern Engineers would receive a first pay increase under a new EBA from January 2017 instead of from 1 July 2015.
Other issues still to be resolved include a reasonable adjustment to the 717 tail payment, an increase to the Leading Hand allowance payment and inclusion of the DMS classification in the new EBA.
A further update will be issued once there are further developments to report. Thanks for your continued support and please encourage any LAMEs at Eastern who are not yet members of the ALAEA to consider joining to enhance our prospects of getting a fair and reasonable EBA outcome.
National Industrial Officer