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www.faaadomestic.org.au/upload/1378-1.pdf

 

FAAA Domestic/Regional Division - Milestones

 

 

September 26, 1956

Australian Hostesses’ Association (AHA) was formed with Elaine Smith, a TAA flight attendant becoming the first President.

 

February 1957

First log of claims served on TAA and ANA.

 

January 1960

First Airline Hostesses’ Award came into effect. It provided for the following gains:

 

  •      Increased salary rates

  •       Duty hour limit of 11 hours in any one day

  •       Duty hour limit of 48 hours in any one week

  •       Duty hour limit of 80 hours in any two weeks

  •       Minimum rest at home base of 10 hours

  •       Minimum rest away from home base of 9 hours

  •       4 calendar days free of duty per 2 weeks.

 

April 24, 1963

New Airlines Hostesses’ Award came into effect. Gains achieved were:

 

 

  •       Increased salaries

  •       Overtime pay

  •       Rest breaks at home base of 10 hours for duties of 6 or less hour’s duration, 11 hours for duties of more than 6 and up to 8 hours duration and 13 hours for tours of duty or more than 11 hours duration.

  •       Overnight allowance for each overnight stop

 

November 18, 1966

After much negotiation, the threat of stop work meetings to consider strike action and conciliation by the Conciliation and Arbitration Commission the Airline Hostesses’ Award 1966 came into effect. Gains achieved were:

 

  •       Increased salaries and overnight allowance

  •       14 hours rest for duties of more than 8 hours and up to 11 hours

  •       17 hours rest for duties of more than 11 hours

 

June 20, 1970

The Airline Hostesses’ Award 1970 came into effect. A strike threat had again been placed upon the companies before agreement was reached. Gains were;

 

  •       A salary increase of 19% and two subsequent increase of 3% per annum

  •       Roster limitation of 9 hours on trunk routes

  •       Roster limitation of 11 hours on non trunk routes

  •       Increased overtime rates

  •       Increased rest periods

  •       Duty free days were to be preceded and followed by specific duty free periods

  •       No hostess was to be required to work more than 6 consecutive days

  •       Provisions of first class accommodation

1973

The Airline Hostesses’ Award 1973 came into effect on the 1st of February with respect to salaries and 1st August 1974 with respect to scheduling, duty hours, rest periods, duty free days and reserve periods. Gains achieved were:

 

  •       A 28% increase in salaries

  •       The introduction of the first ever hostess bidding for roster system in Australia

  •       Retirement age raised to 40 years

  •       Increase rest periods

  •       Free transport between 2030 and 0730

  •       Annual leave increased from 4 to 5 weeks

  •       Introduction of laundry allowances, shoe allowance and stocking allowance

 

These gains however, were not easily achieved. Negotiations for the award began on March 19th, after expiration of the existing award on February 1st. By early April these negotiations had reached a stalemate. Though progress had been made in some areas, notably salaries, the airline companies had refused to consider reforms to the rostering systems, the extension of the retirement age from 35 to 40 years or an increase in the annual leave provisions. Total breakdown of negotiations occurred on April 10th. A threatened stop work meeting to discuss the possibility of the strike action was averted at the “eleventh hour” after Ansett and TAA agreed to these demands.

 

1975

In March 1975 the award was up for renewal once again. Negotiations in the Arbitration Commission failed to reach agreement and this led to the first stoppage of all domestic airline hostesses in Australia. The dispute is now known as the famous or infamous “Old Boilers Dispute”. Hostesses returned to work on the second day of the dispute with an increase in salaries ranging from 32% to 75%. Other gains achieved were:

 

  •       Incremental pay scale increased from 3 to 8 years

  •       Introduction of Pregnancy Leave

  •       Substantial increases in all allowances

  •       Introduction of DTA

  •       Annual leave increased from 5 to 6 weeks per year

  •       The retirement age was increased to 45 years.

 

 

1976

The Airline Hostesses’ Association employed our first fully paid Industrial Officer.

 

1976

In early 1975/76 the domestic airlines proposed to reduce the crew numbers on some aircraft. This proposal resulted in the hostesses stopping work for one day in the case of Ansett and two days in the case of TAA. The result was a cabin manning agreement with each of the airlines. These agreements required that any proposal to change the cabin crew complement be notified to and discussed with the Association.

 

1980

The Association developed an equal opportunities policy and actively supported the introduction of male flight attendants on domestic airlines in 1980.

 


1981

In April negotiations on a new contract broke down. The main points on which agreement had failed to be reached were penalty shift payments on public holidays, greater stability in rostering arrangements, extra pay for the senor flight attendants on a flight and an extra weeks’ annual leave.

 

Stop work meetings, which were originally intended to last 24 hours turned into a strike of seven days duration. Gains achieved were:

 

  •       10% shift loading

  •       Purser

  •       Purser (wide bodied aircraft)

  •       Second Senior

  •       Senior F27

  •       Senior F28

  •       Increased cosmetic, hosiery and shoe allowance

  •       Ability to bid in the Open Time

  •       Improved maternity leave

  •       Introduction of employer, employee committees on matters including safety, in-flight procedures, blocking and general award improvements.

 

Achievements Since 1881

  •       Gained an award provision known as Cosmetic Leave. This required the employer to continue to pay a flight attendant if they were unhappy with the cosmetic appearance of the employee

  •        Gained the right for flight attendants to wear

                         -      Spectacles

 -      Braces on their teeth

 -       A shoe style of their choice in the cabin (providing they were a closed style and the correct color)

 

  •       Gained an award provision for Study Leave

  •       Gained Family Leave provisions which enabled males to have time off in the event of the birth of a child

  •       Developed procedures for counseling and discipline of flight attendants

  •       Developed Grievance Procedures

  •       Provision of AFAA representation at any enquiries with the Government or the airlines following an incident or accident

 

In 1981 and 1988 the AFAA commissioned Dr Claire Williams, an industrial sociologist from Flinders University in Adelaide, to survey all members on their needs.

 

1983

The AFAA won equal opportunity for female Qantas Hostesses. Until then females were not eligible for any promotion and were restricted to the number of 2 per flight – the rest of the crew being male.

 

1984

On January 9th of this year Mr. M. J. Boland Deputy Registrar of the Conciliation and Arbitration Commission ratified the name change to Australian Flight Attendants’ Association.

 


1984

Weight restrictions on flight attendants were replaced with judgment of appearance in uniform.

 The Association was an active participant in the ACTU Child Care Committee and in 1985 distributed surveys to assess the requirements of childcare facilities amongst airport workers.

 

1985

As part of its crack down on fringe benefits, the federal government sought to tax airline companies on staff concessional travel. The AFAA, in conjunction with the ACTU, was successful in ensuring that no loss of concessional benefits arose from such a move. The companies and the ACTU representatives signed a letter of agreement to this effect.

 

1985

Cabin baggage had long been a problem for flight attendants. The Association called an industry meeting of domestic airline companies and aircrew unions to discuss the issue of cabin baggage. Rules regarding the cabin baggage limits were drawn up and a system of dealing with the cabin baggage problem was decided upon and included.

 

  •       Passenger education on cabin baggage limits via airline magazines

  •       Staff education on cabin baggage limits

  •       Public address announcements at airport terminals

  •       Provision of containers for fragile or excess baggage

  •       Test modules through which all cabin baggage must fit

 

1986

The Association entered into a dispute with Ansett Airlines when it refused to issue short-sleeved shirts to male flight attendants. The Association had twice surveyed its male members regarding their uniforms and found there was a strong desire for short-sleeved shirts. Following an inspection tour and a formal presentation of evidence, the Conciliation and Arbitration Commission found in favour of the AFAA.

 The Association made a submission to the Independent Review of Economic Regulations of Domestic Aviation (the May Report).

 

1986/87

A detailed ergonomic survey of domestic flight attendants’ workplace and duties was conducted by an independent ergonomist as a result of Association pressure. 

 

The Association actively pursued the government and the companies to ban smoking on aircraft due to the health risk smoking passengers posed to flight attendants. On December 1, 1987 a smoking ban on domestic flights of less than 90 minutes was introduced via federal legislation. The AFAA continued to lobby the government and all Australian airlines in an attempt to ban smoking on all domestic and international flights.

 

1988

The Employee Assistance Program (EAP) was established. This program allowed for confidential peer counseling and referral to professional help in all areas e.g.: alcohol, drugs, AIDS, domestic violence, grief, fear of flying. The AFAA was the first trade union to introduce this type of program in Australia.

 

The AFAA commissioned Dr Claire Williams, an industrial sociologist from Flinders University in Adelaide, to survey all members on their needs.

 

1990

After many years of negotiations with regional airline operators, the AFAA was successful in obtaining a first award for regional airline flight attendants.

 

The AFAA successfully negotiated a first Award for flight attendants with Compass airlines.

 

1991

The AFAA successfully negotiated a first Award for flight attendants with National Jet Systems.

 

In March 1991 the AFAA successfully negotiated an optional extension of the retirement age with domestic operators. Flight attendants are now able to continue their career beyond 55 years of age if they wish to do so

 

1991/92

The AFAA in conjunction with the Australian Radiation Laboratory undertook a survey to measure domestic flight attendants’ exposure to cosmic radiation. The results allowed the Australian Radiation Laboratory to state “the risk from exposure to cosmic radiation involved with domestic commercial radiation in Australia can be considered small.” The measured doses of cosmic radiation exposure recorded during the survey for flight attendants, flight engineers and pilots were found to comply with the annual dose limits recommended by the National Health and Medical Research Council and the International Commission on Radiological Protection.

 

February 1992

Stop work meetings were planned at Australian Airlines to discuss the merger and arbitration case. Meetings were cancelled and Australian Airlines & the FAAA applied to have the arbitration hearings adjourned and entered into enterprise bargaining negotiations. In July 1992 an Enterprise Bargaining Agreement was reached. The main features of this Agreement were:

 

  •       10% pay increase

  •       Introduction of Emergency Family Leave which allowed flight attendants to use 7 days per year of their sick leave to care for an immediate family member with an illness.

  •       Increased daily duty hours.

  •       Changes to the reserve system

  •       The in lieu of shift penalty redistributed to weekends and unsociable hours rather than a flat amount.

  •       Introduction of a part time system of work where flight attendants bid for a half block each month.

  •       Variable crewing on some sectors

  •       Introduction of high value lines.

  •       Agreement to talk re-merit based promotion of Pursers

 

Ansett later adjourned Industrial Relations Commission hearings and entered into EBA discussions with the FAAA. An enterprise agreement was reached to operate from December 1992 to December 1994. A 1.8% increase was paid in December 1992 and 2% in 1993 with agreement to talk regarding productivity measures. 

 

April 1992

Amalgamation between the AFAA and AICCA was voted in by the members. The two organisations merged to become the Flight Attendants’ Association of Australia on June 1, 1992.

 

June 1992

In June 1992 Qantas and Australian Airlines merged. FAAA entered into negotiations with Qantas regarding

 

  •       The planned flying route structure of the merged airline

  •       The bases available to flight attendants of the merged airline

  •       Award matters and non-award eg long service leave, staff travel and superannuation.

  •       The distinction between Short Haul (domestic) and Long Haul (International) flying including transfer arrangements between the two types of flying

  •       Proposed flight attendant training for initial and recurrent training

  •       Staff concessional travel agreements.

 

1992

The FAAA was first notified of a problem with the BAe 146 aircraft and fumes within the cabin.

 

1993

The FAAA successfully negotiated the first Enterprise Agreement for Kendell Airlines flight attendants.

 

1993

FAAA reached an agreement with Ansett Australia for flight attendants to crew aircraft flying to Indonesia under wet lease arrangements.

 

1993

Australian Tax office issued a Draft Ruling, which proposed that grooming related allowances were no longer allowable deductions for flight attendants. The FAAA made a formal submission to the ATO on behalf of the membership against this ruling. In July the ATO issued its final Taxation Ruling (TR93/19) on income tax deductions claimed by employees within the airline industry. Non allowable deductions were:

 

  •       Shoes

  •       Stockings

  •       Grooming (cosmetics, skincare, and hairdressing)

  •       Anti-glare glasses

  •       Transport luggage to and from airport

  •       Clocks and watches

 

  •       The FAAA sought legal advice and decided to run a Test Case in the courts challenging the ruling in relation to flight attendants. The FAAA funded a Test Case appealing against the ATO Ruling TR 93/19. The appeal was lodged in the Federal Court. In 1996 the Federal Court ruled in the FAAAs’ favour.

 

A joint Ansett /FAAA delegation inspected working conditions of flight attendants in Asia, Europe and North America. The aim was to look at work practices, which may be suitable to Ansett’s operations.

 

1994

Throughout this year the FAAA achieved the following through EBA negotiations:

 

  •       4.2% pay increase from 5.9.94 with back pay from 1992 for Ansett flight attendants

  •       Full Purser position achieved on the BAe 146 aircraft in WA

  •       Australian Industrial Relations Commission certified the Ansett International Award

 


1994

Ansett weekend reduced crew – lump sum payments stopped mid year with am/pm reduced crewing being introduced.

 

1994

Following a number of serious alcohol related assaults on WA based flight attendants, the FAAA requested Ansett to withdraw alcohol on all flights within WA until protection could be assured to flight attendants. This did not happen, so the FAAA directed WA based flight attendants not to serve alcohol on any flights within WA until Ansett addressed this serious occupational health and safety issue. This action achieved:

 

  •       Periodic terminal PA announcement advising of CAA regulations

  •       Advice to flight attendants and ground staff regarding the procedures necessary to initiate prosecution.

  •       Procedures for the serving of alcohol from a trolley service only

  •       Purser to exercise their own discretion as to the denial of alcohol to individuals.

  •     The display of signs advising of CAA regulations prohibiting the carriage of intoxicated passengers at check in & departure locations.

 

1995

Ansett Australia & Ansett International Flight Attendant Enterprise Agreements achieved 3 x 2% increases over a 2-year agreement.

 

1995

Enterprise Bargaining negotiations with Qantas achieved 3 x 3% increases over a 3-year period, plus the introduction of job share and variable crewing modifications.

 

Qantas Airways Limited was first floated on the stock market. Once floated a share allotment of $500 was provided to each employee with a further share allotment of $500 to be paid in April 1996

 

1998

Enterprise Bargaining negotiations in Qantas saw the introduction of –

  •       Salary and allowances increased 3 x 3% over a 3 year period

  •       Further variable crewing modifications

  •       New band payments

  •       Retirement benefits at 20 years of service or 40 years of age

  •       Part time for CSMs

  •       The employment of a casual flight attendant workforce

 

1998

Enterprise Bargaining negotiations in Ansett saw the introduction of –

  •       Salary and allowance increases

  •       The creation of a release and pick-up work system

  •       Higher duties merit promotion

  •       Employment of a casual flight attendant work force

 

1999

  • Establishment of the OH&S structure in Qantas.

 

2000

  • FAAA wrote to Richard Branson which secured the first Virgin Blue Enterprise Agreement.

  • NJS EBA finalised – ‘A’ and ‘B’ scale rectified.

  • Success in achieving permanency for Qantas employed casual Flight Attendants.

  • Successful launch of the International Air Rage Campaign.

  • Set up personalised weekly emails to members. 

 

2001

  • 2001 was an extremely difficult period in the FAAA Domestic/Regional Divisions History.

  • Collapse of Ansett which meant 2500 Ansett Flight Attendants lost their jobs.

  • September 11 saw the collapse of the world aviation industry.

  • The FAAA approach all airlines to recruit displaced Ansett Flight Attendants.

  • Provided EAP post the Ansett collapse.

  • Hundreds of Ex-Ansett employees placed, not only in Australia but also overseas.

  • Qantas EBA V – members agree to a wage freeze.

  • Flexible Work Arrangements agreed.

  • Stopped the Impulse “Unit” trust holding and negotiated an EBA for Impulse Flight Attendants.

  • FAAA Domestic Division agreed to take an extra 150 Long Haul Flight Attendants to guarantee them jobs and certainty due to the world downturn in International travel.

 

2002

  • Qantas EBA VI negotiated.

  • Salary increased 3 x 3% over a 3 year period.

  • Stopped Jetconnect NZ flying domestically in Australia at sub standard pay and conditions.

  • FAAA primary creditors in setting up REX (merger of Kendell and Hazelton).

  • Negotiated an Agreement for REX Flight Attendants.

  • Southern Airlines closure – FAAA negotiated for Southern Flight Attendants to have direct entry into Qantas Short Haul with appropriate pay and conditions.

  • Negotiated Regional Flying for Qantas Short Haul Flight Attendants.

  • Negotiated an EBA specifically for Casuals.

  • Achieved permanency for some MAM Casuals.

  • FAAA submission into the Senate Inquiry into Aviation Security.

  • FAAA input into the Cabin Safety Working Group (CSWG).

  • Purchase of the FAAA Sydney property.

  • Re-established an FAAA Melbourne Office.

  • Successfully negotiated an Eastern EBA.

 

2003

  • Jobs guaranteed in Impulse and Qantas Domestic due to the start up of Jetstar.

  • Prevention of Compulsory Redundancy in Qantas Domestic due to SARS and world downturn in aviation.

  • FAAA expertise provided in World and Australian Forums on In Cabin Air Quality.

  • Re-introduction of the Airline Team Structure for all airlines in the FAAA Domestic/Regional Structure – Virgin, Qantas, NJS, Skywest, REX, Sunstate, Eastern and Jetstar.

  • Provided support and advice for the QF1737 crew that prevented the hijack between Melbourne and Launceston.

  • Successfully lobbied Government to defend the changes being canvassed for the 1:36 crew ratio.

  • Negotiated the Sunstate EBA

 

 

2004 

  • Successful outcomes for 35 NJS Flight Attendants that were unfairly dismissed due the NJS Base Closure.

  • Successful EBA outcomes in NJS and successful improvements to pay and allowances with no trade offs due to collectively threatening Protected Industrial Action.

  • Achieved a bidding system for Virgin Blue Flight Attendants.

  • Achieved Permanent Part Time slots for Virgin Blue Flight Attendants.

  • Negotiated an EBA for Skywest Flight Attendants.

  • In the process of distributing to all FAAA members a plastic laminate (pocket size) of the most commonly asked EBA queries.

  • Establishment of Workplace Committees in all Airlines.

  • Implementation of Flexible Work Arrangements in Qantas Short Haul

  • Qantas Short Haul Flight Attendants fly the first Regional Flight from Melbourne to Hong Kong.

  • Qantas Short Haul Flight Attendants operate the inaugural flight to Shanghai.

  • The FAAA provide plastic laminates on the most commonly asked EBA questions for members to use as a quick reference guide for all airlines under the FAAA Domestic/Regional Division umbrella.

 

 

 

 



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