Editorial |
When talk first began about privatizing the air navigation system, I felt that this was a positive move for several reasons: first, I felt that air traffic controllers salary was unjustly frozen simply because the federal government was unable to manage money. Secondly, I felt that a private corporation would be able to more quickly respond to needs for changes from both a safety, and an efficiency perspective. And finally, I felt that a separate entity would bestow upon controllers a greater sense of identity as a professional than simply being a "civil servant". So far, I have been sadly disappointed. So far, I have been given the impression that our place within the organization is roughly equivalent to that of a shelf stocker at Wal-Mart. So far, we have received every indication that Nav-Canada only wishes to raise our salary in exchange for "productivity gains" that would seemingly outweigh any salary increase they wish to offer. And so far, it would seem that Nav Canada wishes to cut our benefits package so that we fall more in line with the "private sector". I have a real problem with some of these issues, and I would like to tell you why. I. The Wal Mart Syndrome I truly believe that upper management in this company has absolutely no idea what an air traffic controller really does, and are living under the mistaken impression that simply slapping the label "private sector" on the air navigation system will magically transform us into the equivalent of production line workers at your local Widget factory. Some examples taken from the PPC&R or "culture" course: "Most of the turmoil we are feeling is the result of the changeover to a private sector company, and the fact that we are resistant to change" Most controllers thrive on change. In my (limited) experience, we have changed sector boundaries, changed procedures, changed personnel, etc etc. In fact, our very job is a constantly changing picture that constantly needs input, and demands flexibility. We are not feeling turmoil because we are changing to a private sector company. We are feeling turmoil because our new bosses seem to be basically the same as the old ones. "Our vision is to have a company that embraces the principles of mutual respect, trust, etc (Yahda, yahda, yahda) My vision is to have a fancy new Porsche. But until I actually take some action that will allow me to acquire this fancy new car, then I'm still driving the Yugo. Saying something does not make it happen. Until concrete action is taken, then all those fancy principles are simply slogans. This also applies to functional goal #1. If safety is our number one priority, then where are the staffing numbers that reflect this? How long do we have to work single person sectors? Where is our new sector? "Embracing the new principles of this ever changing organization will ensure that you're not 'left off the bus' " If any one of us gets "left off the bus" because we don't agree with some of the catch-phrase philosophy being espoused, then I would suggest that the bus ain't going anywhere. A thinly veiled threat like this may work to scare the poor minimum wage workers at the garment factory, or even the middle managers at virtually any private sector company, but I work in a professional environment with 2000 brothers and sisters who are ready to back up their fellow controllers who have been unjustly threatened or terminated. In the organization that is Nav-Canada, the air traffic controllers are not simply the equivalent of the janitor, but with a different job description. We are a group of skilled professionals, without which the company could not operate. If everyone at Wal Mart quits tomorrow, the company could hire and replace the entire staff in a matter of days. Without the controllers, Nav Canada would cease to exist. II. Salary and Benefits Air Traffic Controllers in Canada are underpaid. Period. I had hoped when I heard that Nav Canada was striving to become the "World's most respected ANS" that they would have the good sense to ensure that the controllers were the best trained, the most prepared, and the best paid in the entire world. So far it seems that Nav Canada is offering the "average industrial increase" unless we make substantial concessions in the areas of hours and flexibility of work week. There is lots of information floating around lately that proves that we are an extremely efficient bunch who are underpaid relative to the rest of the world. Yet the company states they want greater efficiencies. In Winnipeg ACC, we are running over 30% more traffic than 1992, yet we are taking home less money. With our current salary levels, how are we going to attract the best candidates for the job? If you were a young and intelligent high school graduate, would you subject yourself to at least two years of intense, difficult training with absolutely no guarantee of employment for a starting wage of $50k (even less in a tower). Or would you go to university for four years, and go work as a consulting engineer with a starting wage of $60k and stock options? The company also wants to reduce our casual sick leave from 10 days to three, and then give us two unpaid days. This is so we would fall in line with the "private sector". In the private sector, I can pop a couple of Sudafed and go to work. Or I can show up to work, and perform at less than the optimum for a few days, and let the flu run its' course. As an air traffic controller, I have to be at my best because my mistake could kill somebody. Offering three casual sick days implies that we should show up to work when we are not feeling up to it, and many would feel obliged to do so because they cannot afford unpaid days. This is not an issue of simply curtailing our use of sick leave. This is a safety issue. Offering three casual sick days is an insult considering the demanding nature of our work. If anything, Nav Canada should be doing everything in their power to ensure that nobody is allowed to work at anything other than their best to ensure the highest standard of service is provided to the flying public at all times. III, Pride There is a page on the Nav Canada intranet that offers items for sale emblazoned with the company logo. This is not necessarily a bad thing. These items are meant to instill a sense of pride in working for an organization that provides an important service to the flying public. I believe that most controllers already feel a sense of pride because they are part of a small elite group that performs exacting, demanding, and extremely difficult work on a day to day basis. I also believe that if Nav Canada had approached the changeover with a different attitude than that which they currently hold, that there would be a large proportion of controllers who would proudly display these items. As things currently stand, most controllers have already smashed their coffee cups. The controllers demand to be recognized as the glue which hold the company together, not as the nameless, faceless cogs in the grand Nav Canada machinery which can be replaced on a moments notice. We demand to be recognized, not only in words, but in deeds, and by compensating us as befits the most important members of the "Worlds most respected ANS" 40% and NO CONCESSIONS. Anything less is a NO vote. |
