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Tag Archives: Abdulaziz Al Ali

My story from Emirates Airline Hell

This is my story in brief that shows how Emirates Airline HR has dealt with it from dishonouring “their” agreement that was signed on the contract hoping that I would get some support in filing a legal case in a country other than UAE. Such influenced individuals or managers or even senior staff have distorted the Bright image of Emirates Airline by bullying, mobbing and even playing with the company rules to meet their needs supported by HR. I’ve tried to reach some decision makers since 2010 with a help from inside and outside the company in order to draw attention on their illegal actions as same become part of each day activities however, they reached managers before me and briefing them with wrong information!

I did my utmost during my life in EK by working hard as I have more than 17 awards and compliments from the company and passengers (many for my own projects) including EK highest accolade as I have received the Chairman Award from HH in 2005 for saving a life of a passenger after his heart had stopped during transit. I had registered “Exceptional” on my PM for 3 continuous years and I have a great relation with all staff including seniors that developed to friendship. I wasn’t given or called for any “disciplinary” meetings except a single Memo on March 12th 2008 when my line manager Mr Patrick D. has done a marvelous job in changing facts supported by his officer to send me a message that I should be loyal to him.

My ex-line manager Mr Patrick D. was a perfect example for violating the “HUMANITY” rules not only the company rules, I don’t know his previous experience but, all what I know that he had joined DNATA in 1991 as a “normal” staff and had moved the chain till he was selected as ASM for Doha station. At that time, EK was almost 10 years old and there were only certain numbers of staff as the possibility of getting promoted was higher than today. He was called back to Dubai after many complaints against his strategy of running the work at Doha station. Mr Patrick had worked hard on making friends especially with influenced managers as this was his only and last card to play with when facing problems. In Dubai, he wasn’t welcomed back to DNATA as it had enough from him so, he used his “only card” to be saved from a definite termination….he was attached with one of the best manager in EKAS hoping that he would change (including attitude and behavior) and begin a positive creative new life but, he was cunning like a fox!! He was transferred to the ramp and baggage area-EBRS under Mrs Anoma leadership based on the positive feedback from that manager. Mrs Anoma in turn had taken a good care in “rehabilitating” him as a manager, no wonder he is well known of “Anoma’s son” till this moment.

Mr Patrick was very smart in knowing staff not for their achievements but, who stands behind them, he used to take good care of the local staff and building a good friendly relations with them, he was supporting only his loyal staff and distributed them in every shift to know what was happening behind his back other than work issues, what they were thinking /talking about him, a detailed “briefing” would be prepared every day before he comes to work by his senior loyal staff that are called till this very moment “Patrick Boys”.

I wasn’t welcomed by him at EBRS department thinking that I would act as “Spy” as I was against his strategy at work, he used to brief everyone including the DVP that I didn’t want to join EBRS and I prefer to stay where I was at that time!!! He had worked on many things to make me just run away from the department briefing all that I wasn’t enjoying my work at EBRS and for that, I shouldn’t be believed of whatever I say!!

In my whole life at EBRS, neither me nor any one of my colleagues have learned anything from him, he never showed us how to solve or how to anticipate problems before they arise, he never asked or listened to staff on how we can improve EBRS services….all what he showed us was the “other side” of managers i.e. giving “unjustified” warnings and memos!! I just can’t forget when one day, he called me to his office and got amazed when I saw Ms H. Al A. (HR Manager) there, he began to create some stories from his imagination about me and that all staff including managers were complaining about me!! The worst part was, Ms H. HR was supporting his wrong claims and then she said “All expatriates are saying the same thing when they are in troubles, if they found a decent job at their own country, they wouldn’t be here!!” then I looked at her and said: “First, I am not in trouble; second, the HR has set a special protocol before reaching a Hearing “not like this”: third, what do you mean by Expatriates? Mr. Clark is expatriate, Mr. Morris Flanagan is expatriate, Mr. Dale Griffith is expatriate, the manager here (Patrick) is expatriate too….most of the expatriates are working hard to add more success to EK.” This was EK HR representative who supposed to investigate and support the staff but it seems, HR will put heads down for managers.

Patrick did not share any plan(s) with any staff asking them for optimum opinion in fact, he would ignore any “feedback” concerning ideas or projects as he would go for what is in his head or (of course) his seniors. For example, 7 years ago EBRS management have allocated luggage carousel for the premium passengers however, this turned out on the staff with different scenarios of harassments from passengers and Patrick didn’t show any interest to listen and/or reply on staff emails to enhance this service as one time he called me to say “You are a supervisor…just be a supervisor, we don’t want anything else from you…no ideas…no projects…this is a message from the DVP”!! EBRS had continued with the plan until it was stopped (with immediate effect) by Mr. Tim Clark When he called SVP Mr. M Mattar for that on September 2009!!

On an “opening” for a new post “EBRS Duty Officers-Grade 7” and just after the assessment, Patrick came out of the lounge to tell me to look for the grade in other department as they have already chosen the suitable staff even though, this was against the company rules as 2 more groups were coming after we finish our assessment besides, the interview still didn’t assign yet!!! He said, I am the Decision Maker here!!! And yes…managers can play up and down with the rules supported by HR.

I am not the only one who suffered from his “sadist games” there are a lot of staff who tasted his pain, many good staff had received rejection to their application for higher grades from him without a valid reason set as per HR or even just “destroy” their hopes by unjustified Warnings and memos.

Speaking about the “unjustified” warnings that Patrick used to give EBRS staff without notice as per the rules and regulations, once my shift manager Ms Lynelle Adkins had asked me something about my PM, she said “I didn’t know that you have a recent warning”, I said I don’t have a warning….it was a Memo longtime back and it is not in the system anymore!!, she turned the screen toward me and said look! There was a warning issued about a week ago by the Line Manager Patrick D…Amazingly, it was the same my old Memo text but, with current date!!! There is a protocol for issuing warnings set by HR so basically, he can put whatever on my system without discussing same with me as per the rules!! I was disappointed and couldn’t think anymore…I heard some strange voices but, I opened my eyes to find myself on the stretcher and rushed to Rashid Hospital by Airport Medical Team after I collapsed with sever seizure!!!

It was Friday Feb 26th 2010 I will remember that date for the rest of my life. Doctors had done CT scan but, they wanted to go for MRI as the checks were insufficient to determine the reason for the sever seizure anyways, hospital staff asked me to arrange initially 10,000 AED as my Governmental Health card, my EK health insurance even my “emergency” case didn’t save me from continuing my medical checks in a public hospital! I had to wait for many hours for EK to arrange the required money as every 10-15 minutes a nurse would come and ask me for the same however, after 6 hours of waiting, I had signed on the self discharge form and I left the hospital.

I couldn’t do the MRI scan in private hospitals that honor my EK insurance as I have to wait for EK to send them the approval form. During that period, I had another 3 seizure attacks that ended each time in a different hospital however, I had a meeting with Mr Ashley F. EKAS HR in order to submit a huge complaint against my manager Mr Patrick D. having my old memo dated March 12, 2008 to compare it with the recent warning on his system as it has the same text, Mr Ashley was so amazed and stupor that he was wondering how did he do that, he took a copy of the memo as he would investigate on that and delete this “unjustified” warning from my file at the same time, he asked for some time and not to tell anyone about this meeting and/or my complaint against Patrick! (Later, I found out that he was protecting Patrick!).

I met Ranjini from EK Medical Benefit Administration (MBA) to follow up as my life without treatment was described as “Unstable”, Ranjini informed me that EK Clinic approved my treatment 2 days ago. At the City Hospital I was examined by Dr Deep Al Kayed (MD, FAAN- US Board certified Neurologist and Clinical Neurophysiologist) however, he didn’t give me a clear definite answer whether it was Anteriovenos Malformation-AVM that caused the Tumor or something else as he said “Most of the AVMs take a quiet long time to be formed however, your case is different as the location (Left thalamic basal Ganglia),  the size of the tumor is very large 3.9 CM in its antero-posterior, 3.8CM in its height and 1.9 CM in its coronal dimension with high pressure on the surrounding structures and with a huge massive Edema that is compressing the cerebral nerves made me say that it was recently formed and maybe this explains why you didn’t suffer from it before”. The hospital suggested starting treatment as soon as possible to prevent further complications and possible death by a professional team in Jordan as doctors there have great experience in treating same. It is good to mention that I had bad scenarios trying to get a CD for my MRI as every staff I asked him, he would come back to me saying once, it is against the policy then, the machine was inoperative…etc!! I had to meet the duty manager for that who had confirmed to me that the hospital gives a CD copy to the patients without even asking however, after about 3 hours of negotiation, they gave me the CD but, I didn’t know that there was a bad story behind hiding it!

Emirates Airline “MBA” had approved my treatment outside UAE (in Jordan) based on the discharge report from the City Hospital, Dubai Hospital and Rashid Hospital. Ranjini had confirmed that the company insurance would be responsible for my treatment and my basic salary (at least) would be deposited in my bank account as usual till the end of my treatment as:

  • I had collapsed on duty and transferred to Rashid Hospital by Airport Medical Team.
  • MAS (Manager Airport Services) and ASM (Airport Services Manager) had filed an incident report.
  • EK Clinic/Doctors had approved my treatment in Jordan according to the medical reports from Rashid, Dubai and the City Hospital however, I wasn’t not invited to see anyone of them or at least, to be examined by EK Doctors.

I went with my colleague to another private Dr to have a second opinion of my MRI examination but, we were shocked when we found out that the City Hospital gave me just a BLANK CD!!  It couldn’t be by mistake as the hospital duty manager gave it to me after a big hassle. I went again there and I met a different duty manager and I made sure to take my own MRI CD after reviewing it, I heard it from there that my employer (HR) was against giving me the CD, I wrongly though because HR/insurance had paid my bill so, the hospital should take their permission first, I DIDN’T KNOW THEY WERE HIDING THAT MY BRAIN HAD BLEEDED (HEMORRAHAGE) AND DUE TO THIS, I WAS UNFIT TO FLY (you can google it) however, the HR wanted me to go home ASAP to close my case from Dubai side and be with HR manager Ashley F. only.

Since I was having some financial commitments with banks (personal loan +credit cards), I called their customer service advising them of the same and that I needed to seek treatment in Jordan as per the medical reports so, I have updated my contacts and my email address.

I was in touch with my employer most of the time as I used to send medical reports the minute I received them, doctors have described my case as critical, rare and serious that needs to be treated ASAP, complications might include another brain bleeding (haemorrhage) and/or stroke which may lead to death. Ashley called me many times offering me some “good offers” if I submitted my resignation as he would consider it as medical termination, he would send some extra “cash” which would help in my treatment as I was the first EKAS to be awarded the Chairman Award, he would authorize the treatment fees till recovery, he would speak and send the banks a letter of my medical termination so that they would activate their insurance to settle down my outstanding of my loan and cards and would follow up with them in order to give me my same outstanding/principle amount as per their insurance policy (Emirates NDB bank is doing that for my loan), he would call my company insurance 24 months basic salary as per contract, my belongings at my apartment at no cost and finally, he would get me back to EK when I finish my treatment however, I refused his offer in so many times.

The MBA had reimbursed my treatment only one time however; they used their own calculations and the sum was “much” less than what the receipts showed. I tried calling them many times after emailing them but, they didn’t reply…Even HR Ashley had ignored my emails after asking me to copy him on the emails. My own basic salary was stopped since May 2010 and in almost every email I send Ashley I used to put him in full picture regarding the heavy costs for my treatment that would stop if –at least-my salary and medical fees were not paid but, he was (some what) referring to this issue as a private issue and I should be responsible for it. I even tried to explain that I was covered by EK medical insurance and I passed the company medical test before I joined EK and all that has formed recently as per my medical reports but unfortunately, EK Clinic and/or HR had judged on that as it was formed since birth. Then why I wasn’t asked to be examined by EK doctors when I had collapsed with seizure on duty? I was on duty when that happened?

Ashley was trying to put a lot of pressure so that I would ask him for termination as once; he gave me 2 options either to send him my doctor contacts or to come to Dubai because EK doctors wanted to examine me to make sure that I am on the right track even though, I was sending my medical reports as soon as I get them and my treatment didn’t finish yet but, traveling to Dubai by plane was against any medical advice in fact, my doctors were amazed from my employer request as I had two recent brain embolizations and I was under condensed Physiotherapy and the worst part, I should pay for everything including my tickets, staying in Dubai…etc the minute I was saving every Dirham for my treatment after EK had stopped my insurance and my salary as authorized by MBA for the 3 above reasons. I sent Ashley my doctor contacts and I told him that I was in favor of coming to Dubai as per EK Doctors request and to finalize my salary and treatment issues with MBA.

A few weeks later, Ashley returned back asking me to come to Dubai as he fixed an appointment with Dr Diane Mclvor on May 30th 2011at 1130AM on his email, he said that EK Dr has called my Dr in Jordan however, it was still not sufficient detail to ascertain my fitness for continued employment!! This is absolutely WRONG because whoever called my doctor was inquiring about my medical progress only and my Dr informed that I was improving (with details) however, my doctors have advised to reconsider 12hours shift as it is hectic and unhealthy and they wrote this on their report that I had sent to HR.

On his email, Ashley wrote that he ran a quick check with immigration and found that a police case was filed by Mashreq Bank with a total sum of 9,500AED, he asked me to settle that amount before coming as police arrest could happen and would cause extreme stress for me!. First, the Immigration Department wouldn’t release some “secure” information to anyone unless he has a written authority from me as this is illegal second, police case was filed because my salary was stopped from being deposited in my account third, this is a private issue however, Ashley went there to file a case against me (Escaping from the employer case No. 372994) as he knew that I have some financial commitment with banks and therefore, the banks would do the same and exclude me from their insurance under “Medical Termination” or”Loss of job due sickness” scheme even getting the same outstanding after settling it. He made sure to answer any call from banks with “We don’t know where he is and we filed a case against him”. If Ashley had any sense of “humanity” its better to ask EK Clinic why EK doctors insisted (as per Ashley) to be examined in Dubai (rather than do it at their approved clinic for Jordan staff in Jordan) when EK Clinic had approved my treatment in Jordan without even seeing me and all the medical reports were sent to them up to date in terms of, what we have done and what is the next step in details. Doctors can’t jeopardize a human life by asking a patient with recent brain operations to fly to Dubai to be examined and they are not going to put me in a plane with a recent hemorrhage that was hidden from me and send me to Jordan for good…This is how EK-HR would do to protect managers and in my case, protecting themselves from being questioned or what they have done regarding my complaint!

I informed my doctors that I wanted to go to Dubai as they knew my company comes first however, on June 3rd 2011, my Dr sent me a report indicated that my Drs were not in favor of traveling by plane at this stage due to my recent brain operations, recent Haemorrhage and the Edema that is still exists till the moment as they didn’t want to hold any legal responsibility, however, they gave me that decision as I should consider Oxygen (extra bottle) onboard the flight if I decided to go as I MIGHT need it. I sent the report to Ashley as usual to prepare the MEDIF form and send it to EK Clinic then to reservation as I knew from before when I was Public Relation Officer that sick passengers with Oxygen bottle can travel but they have to inform EK prior and fill Medical Form (MEDIF) unfortunately, Ashley had taken this report as a reason to terminate my services even though, it is NOT a valid reason for termination set by company therefore, it is illegal! in fact, there is a legal question here of how could EK Dr wants me to travel to Dubai when I had recent brain operations and passed brain bleeding condition to fly to Dubai just to be examined by this Dr!

Once again, my doctors wrote this in their report so as not to hold any legal responsibility however, they didn’t say that I will be unable to perform my duties as what Ashley wrote in the Medical Termination and made the DVP signed on it!! I even made that clear on June 15th 2011 when Ashley called me to tell me his decision.

Ashley F. had done great job to make me suffer and taste different pains. Once My Drs thought of sharing my critical case (the blockage in the cerebral brain veins and my cerebral Edema which is still existed at almost the same volume before the operations) with the neurosurgeons and Drs from all over the world who were coming to attend a medical seminar , I have put Ashley in picture through my several calls regarding my appointment on Aug 5th 2011 since middle of June that was almost a month prior, he promised to follow up personally with staff to ensure I receive my OWN dues +EOS before the end of July. Unfortunately, during that period he left to BOM on vacation without leaving a simple hand over to his office staff to send my money eventually, I had to cancel my appointment on Aug 4th and wasted that great chance….Ashley said on the phone “I am also a human and I needed this vacation to work properly”!! But, probably he forgot that I needed MY money to live safely with no more pain!

Ashley F. had delayed sending my dues on purpose in many times, it took more than 100 days after my medical termination to calculate and send my dues!! I have to mention that Ashley did something to the calculation to my benefit as he changed half day to full day which added few hundred Dirhams to the total so as to tell whoever asked him that he did his best for me but, he excluded me from 2011 yearly bonus (11 weeks) and my company paid tickets even my EOS as he send it to Emirates NDB bank for my loan instead of sending them my medical termination but, he authorized my SRC tickets!!

The amazement of all and after my Medical Termination and after filing a case against me and after pushing banks to do the same and after making sure that banks had deprived me from their insurance by closing the outstanding and giving me the same outstanding that would be invested in my treatment and of course, after delaying my treatment many times he just…send me back my basic salary from June 2010 till June 12 2011 (still short in 1 month) as what first authorized by MBA before!! I got the chance to speak to EVP-HR Mr Abdulaziz Al Ali as he was waiting for my call but unfortunately, he got WRONG briefing from Ashley who –for sure- had briefed him that he did his utmost for my case. Mr Abdulaziz had thankfully authorized my Financial Year Profit as he said that same was authorized by HH The Chairman to all and every staff and no one can take it from you, he sent Ashley an email to send the FYP with immediate effect however, I took him about a month to receive it after calling him! During the call, Mr Abdulaziz said that “EK can’t give you back your salary as Ashley had briefed him why” when I asked him about my “Personal Accident & Life Insurance” for grade 6 (24 months basic salary) the contract that was given to me when promoted to grade 6!!

This is part of what happened and I still have all the conversation and reports saved but, no one took the initiative to investigate as all were depending on the HR briefing, even the head of EK HR was given wrong briefings!. I haven’t signed on any paper that certifies that I have received all my dues or all my rights even after sending my money actually, I can’t do that as I became disabled of 75% according to 3 medical committees that belongs to Ministry of Health in Jordan, my doctors said that I could be saved from this if my treatment and physiotherapy wasn’t interrupted. I am ready for any medical checks that would be required by the court, my doctors are also ready for a hearing and I hope to get a legal help.

I thank you.

Tagha1

*  The name of the author is known to the administrators of this blog.

My Medical Contract

My Termination Letter

My Medical Report 1

My Medical Report 2

Memo

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News from Emirates Illuminati website – An Open Letter to Emirates Senior Management

Why is it that Emirates management increases the pressure and makes more wrong choices and procedures when discontent of their employees continues to rise?

EKIlogocolour

OPEN LETTER TO:

H.H. Sheikh Ahmed Bin Saeed Al Maktoum, Chairman
Tim Clark, CEO
Adel Al Redha, EVP & COO
Abdulaziz Al Ali, EVP HR

Within the past few months, through a somewhat jestful approach, we have brought to your attention (and the world’s attention) the ambient turmoil that inhabits most Emirates employees. We have, as well as many others, raised a much necessary red flag, denouncing the poor welfare culture (or lack thereof) in this airline.

While we deplore the insufficient response, we have no doubt that, by now, our message reached the top management, as we can see some encouraging embryos of insight here and there: timid signs of awakening to our cause start to transpire…

Yet, this long-awaited epiphany is still way too diffident. Demotivation and bitterness are rife. Morale has never been so low. Emirates is not only struggling to retain their own people, a novel phenomenon has begun: they are now struggling to attract new people, leading to serious understaffing and potentially grounded aircraft.
People are mentally worn and physically fatigued, adding to the prevalent resentment toward management.

The wonted arrogance of Emirates management is unfathomable, belittling the magnitude of the malaise, and attributing it to

‘a vocal minority’.

Surveys, forums, management reshuffling… all this is not enough. People are expecting from you a much more tangible commitment to a concrete and significant change.

God forbid, for lack of an in-depth systemic reform of the Company culture, a catastrophe is latent and impending.

It is high time you tackle this issue once and for all, in the most unequivocal manner.

We resent to say that we “demand”; rather, we strongly invite you to announce and implement a more radical change in the way employess are treated within our Company. The mere announcements that you now (allegedly) pledge to listen to employee feedback and of an oustanding bonus will not be enough to quiet the deep-seated despondency.

We resent to blackmail; rather, we forebode that failure to comply to our subtle invitation would lead to very undesired consequences.

You can no longer afford to feign ignorance. You have been (very gently) warned. Do not make the mistake to compel us to resort to less subdued actions.

Make Emirates the role model it should be in terms of employee welfare and happiness; the world’s best brand not only loved by its customers, but also by its employees. Improve their quality of life, their pleasure and pride to work for this airline.
And you will enjoy harvesting the fruit of this no longer optional investment in your valuable and talented (yet too undermined) people.

Be seeing you,

Original news on:

http://www.emirates-illuminati.org/an-open-letter-to-emirates-senior-management/


“How would you fix the Emirates mess?”

I guess that truth about Emirates Airline management has finally found its way to public. Wall Street Journal has already published an article on Emirates cabin crew’s dissatisfaction and in their newest article (“Pilot Workload at Emirates Under Question”) we can read about Emirates pilots’ discontent.

I will repeat how my intention was never to attract public attention, otherwise I would contact journalists from all over the world. My intention was to get my end of service money and an apology for being maltreated and harassed. I didn’t get any of these things so far. On the contrary, Emirates Airline managers fired a close friend of mine recently just for commenting my blog post on Facebook.

Nevertheless, as I would love to see my former colleagues more satisfied and happy with their work in Emirates Airline (which is one of the reasons why I have published so many of their stories here), in this occasion I am republishing very constructive and informative article from Update from Tom blog written by former Emirates high level manager Mr. Tom Burgess. You can visit his blog here, and this is part of his newest blog post on profit share, bonuses and constructive ways to improve current challenging situation in Emirates Airline.

Let’s assume, even just for a moment, that somebody from EK management will put their arrogance aside and read this smart article carefully and with understanding.

Many threats can be turned into opportunities.  And Emirates certainly has a threat to deal with.  The situation has been deteriorating for some time, but a tipping point was perhaps reached last year.  The company motto, promulgated by the HR department, was simple – ‘If you don’t like it, you can leave’.  In EG-IT this was supplemented by Patrick Naef’s approach of ‘If I don’t like you, you will leave’.  Now people will choose to leave if nothing positive is done.

But this major threat could not come at a better time.  The price of oil hasfallen dramatically, averaging around a third below its expected level throughout the second half of the financial year.  Fuel costs represent about 40% of the airline’s operating costs so there should be an additional profit of around 6% this year.  Even without the reduction in fuel price, Emirates would be making a healthy profit, so this is truly a large windfall.  As always, the discussion about what to do with the profits will already be underway and I hope there is a strong focus on the problem of staff morale.

Of course, an obvious answer is to be appropriately generous with the bonus but, though I said earlier that opportunities often evolve from threats, it can also work the other way.  A single and large pay out to staff will be very well received but, unless people genuinely believe that things are going to change, a healthy bonus could be the perfect trigger for people to move on.

Annual bonuses can also be divisive.  There is a general acceptance that those with larger salaries will receive more cash, but I feel uncomfortable with a system that increases the percentages of bonuses for senior managers.  The argument that the more senior someone is, the more impact s/he can have on the company’s performance, does not wash with me.  That has already been accounted for in the shape of a larger salary and an already larger bonus, without the need for multipliers.

Low salaries (for some) and high staff turnover has been a strategy that has worked well for Emirates.  One cannot fault the basic principle – if you pay enough below what a job is worth and the cost of recruiting does not fill that gap, you appear to make a saving.  But this approach reflects narrow thinking.  I worked for a company that paid in the upper decile of industry salary ranges and were thus able to recruit and retain the best staff.  The efficiencies realised just from having the best staff more than paid for that policy.  There were many other benefits too, including a much slimmer HR department which could focus on the important task of developing careers to the advantage of individuals and the company, rather than wasting time on endless hiring and firing activities.

You generally get what you pay for in life.  This certainly applies to staff and ‘pay’ is not limited to money, it embraces the whole spectrum of how people are treated.  There are clearly people who ‘want something for nothing’ in this world but there is no need to recruit those, or retain them if their attitudes change.  The vast majority of people want to work hard and make valuable contributions and this mindset is significantly strengthened if they are treated with respect and honestly, and paid what they are worth in the market.

Companies, even large ones, should not treat staff as temporary, unless there is a clear business requirement (e.g. one off event) to do so.  If a company treats its staff as permanent and applies a long term approach to the relationship, that attitude will be returned.  Obviously, many of us may not join an organisation with the intention to stay until retirement, but why shouldn’t a company make that assumption when it recruits people?  What could be the downside?

So what is Emirates going to do?  Attention on a number of issues is long overdue and, with a healthy amount of money to play with, there is now the perfect opportunity to act decisively.

– The staff survey needs to published, messages acknowledged and specific actions identified (and delivered, of course).

– The Group is in need of a major restructure.  A lot of the operational areas may work well, but support functions should be pulled together and thoroughly reviewed.  Opportunities for large efficiency gains will appear endless if a detailed review of activities, including a rigorous assessment of the value they add (or don’t add!), is carried out.  I hear of claims from staff such as “I have nothing to do”, “What I do is pointless”, etc.

– HR itself needs more than a review.  It has to position itself to do the job it was always supposed to do, but rarely did.  At least it appears the problem has been acknowledged, but real action is required.

– Management levels need a careful examination.  There cannot be many people in the group (other than those occupying pointless management jobs) who believe that Emirates does not have too many layers of management.  With fewer levels, reporting will have to be more focused and accountability increased.  I have witnessed an entire team of VP’s decline to make any decisions at a meeting, saying “we will have to wait for the boss” (who had been delayed).  And I know of another VP who is described by his team members as “the world’s most efficient email forwarding system”.  I could go on.

– I should not have to write this – treat everyone (all levels, up or down the organisation) with respect and maintain dignity, openness and honesty in all proceedings.

– Phase out the profit share scheme, but make an immediate andunambiguous commitment to increase the salaries of those in real need.  By ‘in real need’ I mean those who are adding genuine value to the day to day operation and to the bottom line of the business.  This will require a newremuneration policy, one that is much more considered than the ‘as little as we can get away with’ approach used to date and one that has staffretention as its cornerstone.  This ongoing commitment will be easily funded by the savings generated by the restructures described above.  The potential for savings should not be underestimated.

I suspect that this update may irritate a few people, but I am only trying to help.  I did write to Sir Tim Clark a while ago offering a few suggestions, even help, but he did not respond.  I gave up writing to Gary Chapman a long time ago because it seems he has no interest in my views.  I do not understand why.  If anyone has a problem with me doing this, I would ask them – “how would you fix the mess?”.

Posted by Tom Burgess at 00:08


Survey on Emirates employees’ satisfaction results

Six months ago Emirates Airline Human Resources managers conducted a survey on employees’ satisfaction. There were no news on this survey results until now. In the meantime, few HR managers were fired immediately after conducting this survey, and Emirates Airline didn’t make it to be on the list of the best companies to work for neither in UAE nor in the world. There were some hints that this survey and its potentially positive results were intended to put Emirates Airline on the list of 50 companies best to work for, but nothing happened except mentioned HR services terminations.

Survey results are finally published after six months. Maybe we have to thank to journalists who were tirelessly asking both me and Emirates officials questions about this survey. But make no mistake: there are no real survey results in the e-mail which was recently sent to all EK staff, but just general “conclusions”. One can not see statistics and percentages from this e-mail. This is for a reason, of course. Real survey results are, probably, so devastating and bad that it would be an ultimate embarrassment for EK to publish them, especially when media are very interested to have a look at them.

Mr. Abdulaziz's e-mail on survey six months ago

Mr. Abdulaziz’s e-mail on survey six months ago

This is the content of the e-mail which was recently sent to EK staff by Head of HR Mr. Abdulaziz Al Ali. I will include a screenshot of this e-mail as soon as I get it. I am posting a message which I have got from one commenter on this blog. I have got many e-mails and comments after publishing the article about my friend being ruthlessly fired for commenting my blog post on Facebook. I would like to thank everyone for the support and kind words.

Here is the “result” of the survey after 6 months. They didn’t dare release the actual results though. Heck Emirates didn’t even make it to the top employer list within the UAE yet it is the largest company in Dubai – sad sad sad. Here is the “results” that was sent by Mr AA yesterday. Dragana Pls publish in a proper seperate article though.

“In September 2014, more than 13,000 of you spoke of your experience at Emirates and what matters to you. Your feedback from the survey has helped us to define and shape our future together as one team. And I thank you for that.

It has taken me and our senior managers some time to fully understand the results and create an action plan.

What you said: your responses ranged from “I enjoy my job and look forward to start my working week” and “…colleagues I consider my family” to “nothing motivates me except the travel benefits” and “we’re forced to make a living so we have to work”.

You highlighted what is important to you:

Growth and career opportunities
Salary and benefits
Managers who are caring and inspiring, who listen to your ideas, try new ways of working, and recognise good work
Your motivation – and that this is affected by stress and challenging work schedules
I assure you that our senior managers have taken the results of the survey very seriously. They know what you value – a good team culture, recognition of your hard work, and an enjoyable workplace. They are working with HR to invest in you, and give you the tools you need to do a good job. You will hear the plans from your own leadership in the coming weeks.

For the last 18 months, HR has been working on key changes to the way we manage our people. We will be rolling out a new competency framework and performance management for our office-based colleagues, and are developing leadership and opportunities across the company.

These things do take time – so your patience is appreciated. To sustain our growth and increase our fan base, we have to invest in more aircraft, routes, technology, and facilities. And more importantly, we have to invest in you. Ultimately, it’s your talent, loyalty and hard work that will create a sustainable and a successful business.

Be the change you want to see. Your contribution is part of something bigger – our future.

Write to me here with your comments. Thank you once again for helping steer our business.

Hello to a brighter future. Hello Tomorrow.

Abdulaziz Al Ali
Executive Vice President Human Resources

Any comments on these words and promises?


This is what Emirates managers get paid

If you are reading my blog from the very beginning you could notice that my termination process began at the moment when I asked about DVP’s (Divisional Vice President’s) salary at the open forum. DVP of Airport Services at that time was Anoma Manuel (shortly after the incident she was moved to another position) and she rudely answered that her salary is “not my business”. I, on the contrary, felt that my managers’ salary is my business because difference between mine and their salary is a direct measure of how much I (and all the other lower grade staff in Emirates) am exploited in order for managers to have their unjustifiably high salaries.

I did a little research and this is what I have found out: managers’ salaries are unimaginably and unduly higher than salaries of regular staff who are forced to work long hours, forced overtime, who are pressurized, disrespected, humiliated and fired for other people’s mistakes.

So, if Anoma Manuel was honest at the Open forum, she could answer my question like this:  “I am receiving around 40,000 AED per month, plus all the frills, plus four times bonus.”

According to my sources an overall package of one DSVP (Divisional Senior Vice President) is around 100.000 AED.

If we, for example, assume that this year’s bonus will be for 9 weeks, EK 4 staff will get around 7000 AED bonus, but one SVP (Senior Vice President) will receive around 490.000 AED.

If we know that one grade EK4 staff has 3500 AED (+1500 AED accommodation allowance) salary, I will leave you to think what these numbers mean.


HR manager in charge for intimidating and firing staff in EKAS

In another, shorter, news for today, I finally found the full name of a mysterious “Karen“. The EK Human Resources manager in charge for scaring, intimidating and firing staff in EK Airport Services (ground staff). I guess Emirates has a lot of managers like Karen is, but I don’t know them.

I do know Karen, though. I have met her three times. The first time was when I had my disciplinary meeting. She was in the room with Rami El Samra (my disciplinary meeting manager) when I knocked. They told me to wait a little bit. Karen exited the room and went and Rami El Samra called me to come in for my disciplinary meeting. I never found out about their discussion before I came in, but I find it suspicious and unfair. 

Second time I met Karen it was at the airport hallway, the day I was supposed to be fired. She was walking towards offices with HR manager Maktoom Mohd. Hassan. Mr. Maktoom greeted me, Ms. Karen ignored me.

Third time I met Ms. Karen was at the same day at my line manager’s office (Gavin Elliot-Wilson). I greeted Mr. Gavin with a hand shake, and I greeted Ms. Karen as well, but she was a little bit surprised that I wanted to greet her, so she got confused with her hands and papers. This meeting was the moment when I found out that the person who talked to my manager before the disciplinary meeting was the very same person who fired me – HR manager Karen Galer. The judge, the jury and the executioner.

Ms. Karen was sitting in the office silently, while Mr. Gavin told me that my service is ended. I asked Ms. Karen where I can read about my rights and obligations after service termination, and she got confused, obviously not ready for the questions or knowing about the basics of the service termination in Emirates. She directed me to the End of Service counter in HQ.

I heard a lot about Ms. Karen Galer. I heard how she invites staff to the offices at the airport and intimidates them with close service terminations. She does it with coldness and regardless of anything that staff has to say in their defence. A the same time, if asked something about Emirates rules and policies, she doesn’t know the answers. So, her only job is to tell people that they are fired.

I was seeking for so long to find out who “Karen” is. Please, feel free to describe your experiences with her because she is, by my opinion, typical representative of an inhumane approach to employees in Emirates Airline, especially as she is working as an HR manager – who supposed to be responsible for staff’s well-being.

Ms. Karen is also welcome to comment.

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The real reason why Emirates Airline plans to employ 11.000 new staff

Emirates Airline (EK) is all about marketing and perfect image but if you scratch beneath the surface you can find a lot of mistreatment, sufferings, sad or horror employees’ stories and cruel exploitation of expatriates coming to work with this Airline.

What makes the current EK’s human resources crisis unbearable is the fact that Emirates Airline is above any labour law. It means that managers can and will do whatever they want and nobody can stop them.

When you join this company you will sign a contract. This contract is going to be violated many times (you will work more than you agreed and your benefits will be gradually taken away from you) and there is absolutely no one to protect you, your contract or your rights. I’ve checked this fact myself as I went through the whole labour system in Dubai only to get this response from a Government official: “You can complain but it’s useless”. I even went to His Highness Ahmed Bin Saeed AlMaktoum the Chairman of Emirates Airline couple of times but never actually met him as his staff doesn’t allow visits.

20% of all Emirates cabin crew resigned last year.

20% of all Emirates cabin crew resigned last year.

Up to the last couple of months EK managers felt strong enough to rule their company with fear and punishment knowing that almost nothing of it will go out to public as they have a habit of punishing staff who write negative facts about them online. This is the reason why they have threatened me with a prison as well. Writing this blog has been a huge challenge for me. I get a lot of “please don’t stop writing” e-mails so I continue to write as this blog became one of the few voices of disempowered Emirates Airline employees.

Besides this blog there are two other websites:

1. Update from Tom – a blog of former Senior Vice President  of Emirates Group IT department. The seriousness of this managerial title gives this blog the highest relevance among all of the virtual places to get to know the truth about EK management as it is written by the managerial insider.

2. Emirates Illuminati – a website of a huge group of Emirates employees – organized resistance against managerial oppresion, who are not to be mistaken for a union, since unions are forbidden in UAE. This website is blocked in UAE.

A question about bad working conditions in Emirates Airline on a professional pilots network.

A question about bad working conditions in Emirates Airline on a professional pilots network.

You will be led to believe that Emirates Airline is a modern and multicultural company which treats its employees like gold. You will be told at your trainings that “we are the best in the world, so if we have chosen you to work for us it means you are the best as well”. Once you actually start working you will feel all the incapability and greediness of your managers on your back. You will be ruthlessly treated as a number, forced to be passengers’ and managers’ servant and if you don’t obey in any way you will be bullied, harassed and forced to resign.

It is very hard to describe poisonous and negative atmosphere which is waiting for you once you begin with your work. You will be reported for a small mistake or for no reason at all, back-stabbed, disrespected and humiliated. And if you are young and inexperienced, you are likely to lose your self-confidence and a sense of a personal value.

The point of this masquerade is to keep attracting new people to replace old, resigned, terminated, sick and unmotivated ones. EK management is very aware of the process it’s just that they are lying to the public and instead telling them the truth – that they desperately need 11.000 new staff to replace those who massively resigned in the couple of last months, they will tell you that they are “expanding their business and fleet” and that they are “becoming more powerful and successful”. Besides lying to potential new joiners they are also lying to themselves as the company is seriously shaken from the inside.

But if you read this article, which aims to attract new group of unsuspecting future staff, you can conclude that it reveals more than Emirates Airline managers want to reveal.

The National Article. Emirates Airline employs 11.000 new staff. http://www.thenational.ae/business/aviation/hiring-spree-to-boost-emirates-airline-staff

The National Article. Emirates Airline employs 11.000 new staff.
http://www.thenational.ae/business/aviation/hiring-spree-to-boost-emirates-airline-staff

For example:

if there are 20 new aircrafts, and one aircraft needs 80 cabin crew for service, Emirates Airline needs only 1600 new cabin crew this year (20×80). So why this article announces around 5500 new cabin crew this year? It’s 3900 crew more than they need (5500-1600)!

There is around 19.000 cabin crew in Emirates Airline currently. 3900 is simply a number of crew that they have lost last year and that they have to replace urgently. In percentages it is 20% of all cabin crew. So, one fifth of cabin crew resigned last year! Does anyone, besides EK managers, really think that 20% of lost cabin crew is a success, especially if we take into consideration that 130 pilots resigned in the past three months?

A simple calculation from PPRUNE member

A simple calculation from PPRUNE member

You can follow up on this story about 11.000 new employees here and you can read more on Emirates working conditions here.

Good luck with your new employment.

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