The situation is the ongoing dispute between Bassa and British Airways (BA). Bassa is the union of BA workers and is a branch member of Unite, the largest union in the United Kingdom. To summarize the problem, Bassa members have decided to go on strike and initiate a 3-day walk-out to demonstrate their desire to reject the following plans of the company first, the unilateral cuts to staffing levels which will commence in November. The action will cause crew numbers on long-haul flights to be reduced from 15 to 14. Another problem is the threat of managements action to recruit new crew members who will receive lower compensation.
They shall take charge of a separate fleet. Bassa members are worried that this new fleet will take charge of the highest-earning routes such as New York and Hong Kong. Bassa wants a guarantee and a pledge that this will not be the case (Milmo, 2010). Another major problem for this situation is British Airways bestowment of disciplinary action to the Union leaders and BA employees. Regardless of whether BA employees were on sick leave for the strike or for genuine reasons, the company is threatening reduction to their pay and removal or employee privileges (Jenkins, 2010). Lastly, the action of BA is seen as a classic act of union busting (Gall, 2010).
The following are personal recommendations that may provide a solution to the problem between Bassa and BA. First is to suspend all legal and disciplinary actions against the other party to ensure peaceful talks and objective negotiations. Next is to set a reasonable deadline wherein all objectives of reaching a middle negotiation can be achieved (Johnson, 2008). Third is to recommend the two parties to list their concerns in a formal document and ask two representatives to meet in a close-room and negotiate. In this manner, all concerns of every party shall be accounted for and addressed, minus the commotion brought about by having too many people in the negotiation (Marcus, 2006). After this, it is recommended that these representatives discuss the results of the negotiation to their colleagues.
They shall take charge of a separate fleet. Bassa members are worried that this new fleet will take charge of the highest-earning routes such as New York and Hong Kong. Bassa wants a guarantee and a pledge that this will not be the case (Milmo, 2010). Another major problem for this situation is British Airways bestowment of disciplinary action to the Union leaders and BA employees. Regardless of whether BA employees were on sick leave for the strike or for genuine reasons, the company is threatening reduction to their pay and removal or employee privileges (Jenkins, 2010). Lastly, the action of BA is seen as a classic act of union busting (Gall, 2010).
The following are personal recommendations that may provide a solution to the problem between Bassa and BA. First is to suspend all legal and disciplinary actions against the other party to ensure peaceful talks and objective negotiations. Next is to set a reasonable deadline wherein all objectives of reaching a middle negotiation can be achieved (Johnson, 2008). Third is to recommend the two parties to list their concerns in a formal document and ask two representatives to meet in a close-room and negotiate. In this manner, all concerns of every party shall be accounted for and addressed, minus the commotion brought about by having too many people in the negotiation (Marcus, 2006). After this, it is recommended that these representatives discuss the results of the negotiation to their colleagues.
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