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During social dialogue (Monday, March 18, 2019), the skeyes management has compiled all proposals, a number of which have been on the table for quite some time now, offering structural solutions to guarantee the company’s future. Among other things, those solutions answer some points that have been formally proposed.
In order to be able to guarantee continuity, we have already been recruiting new staff over the past few years, aiming especially to reinforce our air traffic control units. It is only now that those recruitments are actually bearing fruit, after the candidate air traffic controllers have completed their two-year training. For the moment, we have reached the maximum number of students who can complete their traineeship in the towers at the same time.
So as to speed up the manning process in the CANAC 2 air traffic control centre, skeyes’ management proposes to recruit staff directly for that purpose. Now, CANAC 2 staff have to have worked in the towers for a number of years before being able to move on to CANAC 2. The current tower controllers who want to transfer to CANAC 2, can obviously still do so.
The skeyes customers also seek a guaranteed minimal service provision as it is applied in other sectors (e.g. SNCB/NMBS).
For over a year now, negotiations are in progress regarding the rostering and career of air traffic controllers. Some final proposals are on the table now. Management’s proposals on this issue anticipate new (European) regulation that will come into force as of 2020 on e.g. fatigue and continuity.
With the proposals, management wishes to equally distribute performances over all air traffic controllers, taking into account the age of the people involved. That means that the regulation regarding end-of career and career breaks shall be able to be applied correctly and without delay.
Management’s proposal provides a fixed cycle according to which all air traffic controllers shall have to work a maximum of 6 days in a row.
In the new system, all air traffic controllers will work a maximum of 35 hours per week as is currently the case. That includes the stand-by shifts. On an annual basis, every air traffic controller performs between 164 and 198 shifts (depending on their age and unit). This new way of working represents a de facto average wage increase of 8 to 20% (across units and profiles).
The management has also made the necessary efforts for the technical and meteorological services staff, in particular with regard to allowances and premiums for shift, night and weekend work and for urgent interventions, due to changing working conditions and business continuity.
The management wants to work on the further improvement of the services, but at the same time create a better work-life balance for the employees. It is convinced that the proposals currently on the table will achieve both objectives.