Extension of employment for crew on fixed term contract.
For a long time whenever a cabin crew finishes one term of employment contract (1 term = 5 years) and wishes to continue working and entering into the next contract (also of 5 years), the company will used the following specific criteria to determine the suitability of the said crew:
(i) Must not have any annual or salary increment forfeited or deferred as a
result of a disciplinary inquiry.
(ii) Must not be demoted.
(iii) Must not be absent without official leave on any occasion.
(iv) Must not have taken casual medical leave in excess of 28 days per year.
If the above 4 criteria are not violated, the crew's contract will be renewed automatically.
However, in the collective agreement in 2012, it has been changed to a vague set of criteria :
(i) Consistent good conduct and attendance records.
(ii) Good work attitude and performance and
(iii) Well-groomed and good bearing.
How would one define "consistent good conduct and attendance records"? Would a complaint from a passenger be considered as having "bad conduct"? Or would a reprimand from a senior crew be also considered as "bad conduct"?
What about attendance records? Would having 5 days, 8 days or any number of days of casual MC below 28 days be construed as not having good attendance records?
What is considered as " good work attitude", "good performance" "well-groomed and good bearing"?
All these are vague and could be interpreted in any manner by the company.
In any CA, terms and agreement must be spelled out clearly and not be subjected to controversy otherwise it may lead to misunderstanding between the workers and the employers.