Wow!Thats a huge difference.....I know QR cabin crew get allowances + salary equivalent to around 180,000Ksh tax free for 2nd years.But it's all a matter of demand Vs supply for your skills....kama you are underpaid then hama! And the same applies for many other industries.What smart employees do is hama....not complain.Im sure there is someone who would do that 30k retainer job and not even ask for allowances.

Demand Vs Supply rules.



The world is changed by those who dare dream.

junior cabin crew earn a basic of about 25k house allowance of 13k 70usd for every night spent out plus other allowance like duty free sales which puts gross pay at about 100k on an average month. Managements offer is only on fixed allowances which are just basic and house allowance and at 13%

jer 29:11

@VVS,

That's most interesting.......How would you know i don't own KQ shares??.......Well,always remember this;......NEVER FALL IN LOVE WITH A STOCK....!!

Old man about town....

But surely a flight engineer and cabin crew are critical to the flying of a plane. So who in HR at KQ decided they should be unionised? Get them into management (if they make 100K then the raise will not be much more). Then they can be dealt with one by one.

COTU joins the table..

This is a very good example of how Unions can criple a company.

2 days of lost revenues so far. Bad company image. bad customer perceptions. Indirect loses,e.g. unplanned extra costs for the passengers,loss of business,e.t.c.

Where will their pay come from this month?

I believe in market forces determining market renumeration. If you value your workers compensate them adequately. In a service oriented company,the most valuable resource is the human skill. They can break or make the company. Important lesson for KQ and all other service oriented companies.

On the other hand,130% increase at once - really?? maybe spread it over 10 years,the same way teachers got their increase. You dont wake up,were being paid 50K and now want to be paid 115K overnight,and demand that the company does the same for everybody. How high an increase any employee gets is dependent on their performance. and that is why,some guys can get 10% increase,while others get 50%.

If i was KQ management,i would:
- give them a deal that makes them go back to work. e.g. 25% increase immediately,and stagger the rest of the 65% over 10 years.
- dont sack immediately.
- Take the opportunity to learn the issues of the employees as regards the disparity in salaries,and address ut. Employees in some companies abroad take pay cuts if it is necessary.
- Good opportunity to identify unproductive workers and get them out.
- Right size. Identify it.. Seek ways to do it. dont victimize.

At the end of the day,the bottomline is always money and job satisfaction. Work on this and you have a successful company.