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  Collective Agreements
 
     
 
  Update: 30 June 2014  
  2014 COLLECTIVE AGREEMENT - CONCLUSION WITH EAGLE SERVICES ASIA  
     
 

We are pleased to inform you that the negotiation between the Union and Eagle Services Asia (Company) on the Collective Agreement- 2014 has been successfully concluded on 30th June 2014. The implementation and payments shall be applicable to all eligible staff members in accordance with the agreement made by both parties.

 HIGHLIGHTS ON THE COLLECTIVE AGREEMENT (CA)

 1. DURATION OF COLLECTIVE AGREEMENT

The duration of the Collective Agreement shall come into operation on 1st July 2014 and shall remain valid and in force and be binding on the Company and the Union until 30th June 2017

 2. EFFECTIVE CHANGES & PAYMENT

The effective changes made to the CA and their respective payments shall be payable in your July 2014 salary.

 3. SALARY RANGES

3.1 The Salary ranges of staff members in the grades below shall be as follows:

            Grade C      -            $1800  -  $2700
            Grade D      -            $2285  -  $3430
            Grade E      -            $2665  -  $4000
            Grade T2    -            $1800  -  $2700
            Grade T3    -            $2150  -  $3225
            Grade T4    -            $2385  -  $3575
            Grade T5 :
            Scale   1      -           $2520   -  $3780
            Scale   2      -           $2750   -  $4125

3.2 The commencing salary for grade C staff member with a polytechnic diploma shall be $2000

3.3 The commencing salary of a Technician who has successfully completed a formal training with the Company shall be as follows:

a)           Higher Nitec                -    $1900
b)           Polytechnic Diploma   -    $2000

4.  SALARY INCREASE ON PROMOTION AND UPGRADING

Staff member who is promoted or upgraded to a higher grade shall receive a salary increase with effect from 1st July 2014 as follows:

a)          Promotion to Grades D or T3 or above - $200
b)          Staff members in Grade T2 who has completed 7 years’ service in the grade and whose performance are good
             shall be upgraded to Grade T3.

 5. SPECIAL SALARY INCREASE

5.1  In addition to the existing special salary increase on the completion of 5th years’ service, staff member in Grades C, D, E, T3 and T4 shall on completion of 10 years’ service in the grade, be granted a special performance payment within their salary range and who meet the criteria as follows:

 a)              $90 for staff members in Grades C, D and T3 on completion of 10 years in the grade.
b)             $100 for staff members in Grades E and T4 on completion of 10 years in the grade

5.2   Condition for payment

2 years preceding the date of 10th anniversary as the case  may be in the grade, they had not be found guilty of any disciplinary action and must not have taken more than 12 days medical leave.

5.3   Performance rating for:

Grades C D, E, T2, T3 and T4           : Good appraisal scores

6.  SPECIAL INCREMENT FOR NON- TECHNICAL STAFF

The non- Certifying Technician staff members (storekeepers, planners, clerical staff and any other technical supporting staff) shall be granted a one-time $25 increase to their  basic salary. In the event, when a Technician who is issued with the Certifying Technicians approval, his salary increase of $25 shall be converted and off-set to be part of the CTS allowance. The effective date for the payment will be on 1st July 2014.

7.  ALLOWANCES FOR CERTIFYING TECHNICIAN APPROVAL

Staff member who is issued with the Certifying Technician Approval shall be paid $270 per month, effective 1st July 2014.

May I, on behalf of the Executive Council express our appreciation for your continuous support, patience and encouragement that allowed us to serve you diligently. It is during these difficult and challenging times that the Company and the Union entered into negotiations and by exercising the prudence approach by both parties, it enabled us to reach an amicable and acceptable agreement.

Your Union is pleased to place on record that this is the first time that a Collective Agreement in ESA has been concluded before the expiry of the current agreement.

 
     
  Update: 18 April 2014  
  SIA ENGINEERING COMPANY - SERVICE INCREMENT FOR YEAR 2014  
     
 

We are pleased to inform you that negotiation between the Union and the Company (SIA Engineering Company) on SI for the year 2014 has been successfully concluded on 13th March 2014. The implementations and payment shall be applicable to all eligible staff members in accordance with the agreement made by both parties.

 1. Service Increment (SI) Built-in & Lump Sum payment

 The SI shall be effective from 1st April 2014 and shall be paid in your April 2014 salary.

 a)   SI built-in component shall be applicable to eligible staff members whose salaries are within the applicable salary range as at 31st March 2014, shall be paid SI as tabulated below.

 b)   Lump sum payment shall be applicable to eligible staff members who had reached or exceeded the applicable salary maximum as at 31st March 2014. They shall be paid one-off lump sum based on 13 months built-in SI, times 75% as follows:-

Grade

Built-In SI Quantum

Lump Sum for those at/above maximum of salary range

B

$93

$907

C

$106

$1,034

D

$126

$1,229

E

$143

$1,394

 

Grade

Built-In SI Quantum

Lump Sum for those at/above maximum of salary range

T1

$93

$907

T2

$106

$1,034

T3

$121

$1,180

T4

$133

$1,297

T5

$153

$1,492

 

Grade

Built-In SI Quantum

Lump Sum for those at/above maximum of salary range

CT1

$128

$1,248

CT2

$135

$1,316

CT3

$148

$1,443

CT4

$158

$1,541

       

 2. Pro-rated Lump Sum Payment

Staff members who receive less than the SI set out as tabulated to reach the salary maximum as at 31st March 2014 shall receive a built-in SI up to the maximum of his salary range. The balance of the SI shall be paid as one-off lump sum on a pro-rated basis as applicable.

3. Eligibility for Payment

a)   The SI built-in and lump sum payment for 1st April 2014 shall be paid only to those staff members who are still in service at the date of payment and whose work and conduct have been satisfactory during the period of review.

b)   The applicable SI shall be paid to staff members who were in service as at 1st April 2014 but who have since left the Company via involuntary departure e.g. those who had retired, are medically boarded out or are retrenched, on a pro-rated basis from 1st April 2014 to their last day of service.

4. Wage Credit Sharing

4.1 The Government has introduced the Wage Credit Scheme to help businesses which may face rising wage costs in a tight labour market. The objective of Wage Credit Scheme payouts will allow businesses to make investments in productivity and to share the benefits of higher productivity with staff.

4.2 As a gesture of goodwill and in the spirit of productivity gain sharing, the Company will be sharing part of the Wage Credit with staff as a once-off payment on 1 April 2014.

4.3 The Wage Credit lump sum payment for 1 April 2014 shall be paid only to those staff who are eligible for the Service Increment in Clause 3 of above.

4.4 Staff members will be given a one-time lump sum payment as follows:   

Grade

Wage Credit Lump Sum

B/C/T1/T2/T3/CT/CT1/CT2

$140

 

                Grade

Wage Credit Lump Sum

D/E//T4/T5/CT3/CT4

$70

On behalf of the Executive Council, I would like to express our appreciation for your support, patience and encouragement to enable the Union to conclude an amicable Service Increment. 

Thank you

Yours fraternally

Logannaathan
General Secretary

 
     
  Update: 06 January 2104  
  SIA ENGINEERING COMPANY EMPLOYEES’ COLLECTIVE AGREEMENT 2014  
     
 

Improvements to the Collective Agreement (CA 2014)

We are pleased to inform you that Singapore Airlines Staff Union (SIASU)
and SIA Engineering Company (SIAEC) signed a Memorandum of Agreement
(MOA) on 27 December 2013. The new Collective Agreement 2014 shall come
into force from 1st Jan 2014 to 31st Dec 2016.

1. Salary Ranges

1.1. The agreed salary ranges for General Grade Staff, Technicians & CTs are as follows:

Grade

Salary Ranges

Min

Max

B

$1,530

$2,265

 C1

$1,800

$2,650

 C2

$1,890

$2,990

 D1

$2,180

$3,475

 D2

$2,360

$3,755

 E1

$2,540

$3,955

 E2

$2,730

$4,390

 

 

 

T1

$1,530

$2,265

T2

$1,800

$2,650

T3.1

$2,060

$3,220

T3.2

$2,290

$3,495

T4.1

$2,320

$3,705

T4.2

$2,500

$3,975

T5.1

$2,750

$4,250

T5.2

$2,990

$4,640

 

 

 

CT

$1,990

$2,980

CT1

$2,210

$3,380

CT2

$2,460

$3,700

CT3

$2,720

$4,140

CT4

$3,090

$4,750

 


1.2. Staff members, whose salaries fall below the above new minimum, shall have their
        salaries adjusted up to the new minimum, effective from 1st January 2014.

1.3. The commencing salaries of staff members in Grade B or Technician 1 who had completed
       at least 2 years of full-time National Service shall be $1,590.  

 2. Special Salary Increase

The agreed amounts for special salary increase are as follows:

 

Grades

Years of Service

Amount

a)

B

5 years of continuous service in the grade

$140

b)

C1,D1.E1

5 years of continuous service in the grade

$70

c)

C1,D1.E1

10 years of continuous service in the grade

$140

 3. Salary Increase on Promotion and Upgrading                  

3.1. Staff members who are promoted or upgraded to a higher grade shall receive salary
        increase as follows:

(a)             Promotion to Grades C, T2, T3, CT1 or CT2         - $140
(b)             Promotion to Grades D, E, T4, T5 or CT3             - $180
(c)             Promotion to Grade CT4                                      - $190
(d)             Promotion to Administrative Grade                     - $415 

4. Engineering Multi-Trade Incentive Allowance  

4.1.Staff members in the engineering grades who are trained and who work on trades other that
      their primary trades shall be paid an Engineering Multi‑Trade Incentive allowance on the following basis:

 

Years of Service

Amount (per month)

a)

5 years’ service or less

$135

b)

More than 5 years’ but less than 8 years’ service

$155

c)

8 or more years service

$175

 4.2. The allowance shall cease immediately for staff members who at any time, cease to work on the multi- trade
        scheme. 

 4.3. Staff members in the general grades shall receive a one-time salary adjustment of $25 built into their salary.
        For those whose salary is less than $25 below or at the maximum of his/her salary ceiling, shall also receive the
        full adjustment of $25.

4.4. Staff members in the Technician grades, who are not in receipt of a Multi-Trade Incentive Allowance, shall receive a
       one-time salary adjustment of $25 built into their salary. Forthose whose salary is less than $25 below or at the
       maximum of his/her salary ceiling, shall also receive the full adjustment of $25 

5.  Certifying Technician (CT) Allowance 

5.1. Certifying Technicians shall be paid CT allowance as follows:

 

No of Aircraft Types

Additional Amount

Amount (per month)

a)

One aircraft type

-

$335

b)

Two  aircraft types

$155 (per month)

$335 + $155 = $490

c)

Three aircraft types

$155 (per month)

$335 + $155 + $155 = $645 

 6.  Allowance for Hazardous Duty  

6.1. Staff members who are eligible for Hazardous Duty Allowance shall be paid as follows:    

-         $100 per month or
-         $10.00 per normal working day, subject to a maximum of $100 per month.

7. Allowance for Stores Approval   

7.1. Staff members who are issued with stores approvals by the Company shall be paid an allowance of $225 per
       month. If the Company subsequently withdraws the approval, the allowance shall cease to be paid from the date
       of withdrawal.

8. Allowances for Workshop/LCMA Approvals for Grades T1 to T5  

8.1. Eligible staff members in Grades T1 to T5 who are issued with workshop/ LCMA approvals by the Company shall be
       paid $225 per month for each workshop/LCMA approval. 

8.2. The maximum allowances payable for workshop approvals shall be $1,575 per month    

9. Simulator Allowance  

9.1. Eligible staff members in Flight Simulator Department who are required to perform Simulator validity tests shall be
       paid a simulator allowance of $190 per month. 

10. Toilet Cleaning Allowance 

10.1. Staff members who are eligible for Toilet Cleaning Allowance shall be paid as follows: 

-         $95 per month or
-         $9.50 per normal working day, subject to a maximum of $95 per month.

11. Apron driving allowance

11.1. Staff members who are required to tow aircraft shall be paid an Apron Driving Allowance as follows: 

-         $95 per month in addition to the appropriate allowance paid if he is required to drive vehicles in any other
          category. 

12. Benefits- Dollar Scheme (new) 

12.1. Staff members who join the Company on or after 1st April 2013 (without any travel benefits), shall be eligible
         for a benefits-dollar scheme which awards $1,100 in cash in June of each year, upon receipt of a claim from staff
         members.       

Your Union would like to place in record that this CA benefits every staff member. All staff members including the Non- Technical grade and the Re-Employed (Retired) shall receive a minimum of $25 wage increase, as an adjustment to their basic salary or as an allowance where applicable. For the first time in the history of SIASU, this Collective Agreement was promptly concluded even before the expiry of the existing CA and it’s another milestone amongst our various achievements.

 
     
  Update: Latest: 30 August 2013  
  SERVICE INCREMENT (SI) FOR YEAR 2013  
     
 

We are pleased to inform you that negotiation between the Union and the Company (Singapore Airlines) on SI for the year 2013 has been successfully concluded on 28th August 2013. The implementations and payment shall be applicable to all eligible staff members in accordance with the agreement made by both parties. 

1.      SI Built-in and Lump Sum Payment 

The SI shall be effective from 1st July 2013 and payable in your September 2013 salary.

 a)            SI built-in component shall be applicable to eligible staff members whose salaries are within the applicable salary range as at 30th June 2013 and shall be paid as tabulated below.

 b)           Lump sum payment shall be applicable to eligible staff members who had reached or exceeded the applicable salary maximum as at 30th June 2013. It shall be paid as a one-off lump sum based on 13 months built-in SI times 70% as follows: 

Grade

Built–In SI Quantum

Lump Sum for those at/above maximum of salary range

B/CC1

$70

$637

C/EII/CC2

$83

$755

D/EIII/CC3

$95

$865

E/EIV/CC4

$106

$965

 2.      Pro-rated Lump Sum Payment
Staff members who receive less than the SI set out as tabulated above, to reach the salary maximum as at 30th June 2013, shall receive a built-in SI up to the maximum of his salary range.

The balance of the SI shall be paid as one-off lump sum on a pro-rated basis as applicable.

3.      Eligibility for Payment 
The SI built-in and lump sum payment effective from 1st July 2013 shall be paid only to staff members who are still in service at the date of payment and whose work and conduct have been satisfactory during the period of review. 

4. Current Challenging Environment 
The significance of this Service Increment agreement needs special mention. Due to the current challenging business environment with intense competition resulting in much lower yields, and the high fuel prices that continue to persist, the Company's proposal was for the same Service Increment as last year to be applied for 2013.

Your Union however pointed out that the joint introduction of our workforce productivity initiative “Towards Optimal Productivity” (TOP) for ground staff was yielding positive results for both the Company and staff members. Currently, 5 divisions in the Company have gone through some re-structuring and job redesign, which had enabled 23 competency based promotions for staff as well as productivity improvements for the Company. The Workplace Improvement and Innovation Scheme (WINS) has also resulted with about 10 awards given in recognition of staff members' process improvement and enhancement ideas. The Company, in recognition of the efforts put in by staff members to improve their contributions at the workplace and driving productivity within the ranks, was convinced that there were grounds to pay a reasonably higher Service Increment for 2013. 

The Union looks forward for more of its staff members to participate in the TOP initiatives so that the Company and staff members can continue to remain relevant and competitive. With these collaborative efforts on all parties to improve overall productivity, the Union in turn would be better positioned and have the leverage to negotiate for better terms and conditions moving forward. 

On behalf of the Executive Council, I would like to express our appreciation for your support, patience and encouragement to enable the Union to conclude an amicable Service Increment. 

Thank You.

Logannaathan
General Secretary                                                                 

      

 
     
  Update: 07 May 2013  
  ESA BRANCH - PROFIT SHARING AND BONUS PLAN (PSB) FOR 2013  
     
 

1.      Profit Sharing Bonus (PSB) Plan
The performance measures of the plan are: 

(A)   Earnings before Interest Expenses and Tax (EBIT)
(B)   A table of four Metrics as follows:

(i)  On-Time Delivery
(ii) Quality Escapes
(iii) Total Recordable Incident rate (TRIR)
(iv) Cost  of Poor quality

2.      EBIT
The payout for the EBIT for 2013 shall be determined by the attainment of a minimum EBIT (Threshold) of 75% of plan. The EBIT target for year 2013 is US$62 million (include interest and income). The maximum payout for EBIT shall be 4.75 months salary. Provided that the Threshold has been attained, 11.5% of the EBIT shall be set aside as the EBIT share. The calculation for EBIT payout is:

 

Respective   years           

Applicable Payout Amount

Company Salary cost at Year 2013

 

 

=

 

Profit Sharing (months’ salary) for year 2013

 3.      METRICS
The payout for the metrics for year 2013 shall be determined by the attainment of a minimum EBIT

(Threshold) and Targets. The maximum payout for the table of four metrics shall be 2 months salary.

Threshold for the table of metrics are:

METRICS

PAYOUT

EBIT at 75% or better

2 months

EBIT at 50% to below 75%

1.75 months

 

 

The Metrics Target and Payout based on 2 months salary when EBIT is ≥US$46.5M

Year 2013

 

Top Line

Bottom Line

On Time Delivery

                         % of 1 mth Achievement           Salary

Quality Escapes

                           % of 1 mth Achievement             Salary

EHS Reportable

                         % of 1 mth Achievement      Salary

Cost of Poor Quality

                         % of 1 mth Achievement           Salary

≥ 98%

50%

≤ 2

50%

≤ 0.18

50%

≤ 0.25%

50%

≥ 95%

45%

≤ 3

45%

≤ 0.27

45%

≤ 0.35%

45%

≥ 92%

31.25%

≤ 4

31.25%

≤ 0.36

31.25%

≤ 0.45%

31.25%

≥ 89%

18.75%

≤ 5

18.75%

≤ 0.45

18.75%

≤ 0.55%

18.75%

 The Metrics Target and Payout based on 1.75 months salary when EBIT is ≥US$31M & <US$46.5M 

Year 2013

 

 Top Line 

 Bottom Line

On Time Delivery

                         % of 1 mth Achievement           Salary

Quality Escapes

                           % of 1 mth Achievement             Salary

EHS Reportable

                         % of 1 mth Achievement           Salary

Cost of Poor Quality

                         % of 1 mth Achievement      Salary

≥ 98%

43.75%

≤ 2

43.75

≤ 0.18

43.75%

≤ 0.25%

43.75%

≥ 95%

38.29%

≤ 3

38.29%

≤ 0.27

38.29%

≤ 0.35%

38.29%

≥ 92%

21.89%

≤ 4

21.89%

≤ 0.36

21.89%

≤ 0.45%

21.89%

≥ 89%

10.94%

≤ 5

10.94%

≤ 0.45

10.94%

≤ 0.55%

10.94%

 The maximum payout for PSB on EBIT and the Table of 4 Metrics shall be 6.75 months salary.

 
     
 


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