| Table of Contents Being Cabin Crew | The Ugly Truth Part 5 Page 1 – Outcome of Lana’s Investigation Page 2 – An Aircraft Called Emmeline Heaney Page 3 – Profile of a Narcissist Page 4 – Anna’s Witness Statement Page 5 – Our Standards Policy Being Cabin Crew | The Ugly Truth Part 7 |
Our Standards Policy
I was told multiple times I was in breach of the Our Standards Policy;
This policy talks about maintaining a professional and responsible standard of conduct both during and outside of work. That clearly excludes uploading a video of yourself masturbating on Instagram. A video that was subsequently shared widely around the company.
Let’s not forget I was told by the Head of Department that I shouldn’t have repeated the words tommy tank. Nor should I have shown the naughty cartoon to two adult gay men that had been sent to me by another more senior member of the crew.
I was also told that by sending Bart a performance appraisal by email I didn’t give consideration as to how he may feel when he read it.
Here’s what the Head of Cabin Crew said regarding this point;
She says I gave him no warning or indication of the content or wording I used. How was I supposed to warn him about my wording?
There were 2,349 words in the performance review I wrote on Bart. The only two he found offensive were “quite why”. I said “quite why Bart had his aisle order sheet with him at this time I don’t know”.
Take a look at the next screenshot. I believe this was an indication of what was to come.
She then says I showed no consideration for his feelings and he felt the feedback was condescending. Is she saying I can’t write a constructive review about his performance because it may hurt his feelings?
In employment law managing an unsatisfactory level of performance by providing developmental feedback is not considered to be bullying or harassment, so long as it’s written/delivered in a respectful and professional manner.
Bart’s complaint and witness statements written by Anna and Ven were at no time deemed to be rude or offensive. More than three years after first seeing them I still find them upsetting and very difficult to read.
Their malicious lies decimated my mental health and led to me contemplating taking my life on more than one occasion. Their lies were supported by two Cabin Crew Managers and the Head of Department.
I had only been back at work since March after being off for almost two years with issues relating to my mental health. I also lost my dad just two weeks after my flight with Bart.
It’s difficult to explain how tough it was to return to work in March 2018. By December I was just beginning to settle back down into my role. Having to then deal with a malicious grievance plus a second grievance over a minor misdemeanour before I’d even received the outcome of my appeal, took me on a journey so dark it changed my life forever.
Despite all the talk about employee mental health and wellbeing and the measures this company take to ensure both are taken seriously, my experience tells a very different story.
Despite asking the Head of Department whether she knew how many men of my age commit suicide each year because of depression, just two weeks earlier she asked for a second grievance to be raised against me.
To comply with employment law and to avoid any potential conflicts of interest, the complaint raised by the CEO should have been passed immediately to someone else to deal with.
Crew Manager Hayley made mistake after mistake after mistake yet was fiercely defended by the Head of Department.
I was given no credit for my experience as a Flight Manager and every aspect of the way I carried out my role was both scrutinised and criticised.
This was an incredibly challenging flight at a time when I already had so much else on my mind.
The Head of Department told me I should have completed Bart’s performance feedback on Katrina’s iPad. His review only shows up on the First Class Purser’s iPad. Alternatively I should have discussed his performance with her so that she could score him accordingly.
She had been in the company for a couple of months longer than him. She was not a trained Purser but was working up in that rank.
The excerpt below comes from Bart’s complaint. Imagine if I had discussed his performance with Katrina or completed it on her iPad and then handed it back to her!
Does the Head of Department understand the meaning of confidentiality? Of course she doesn’t. She shared intensely private and personal information that I disclosed to her in 2014 with six different managers.
In the UK there are legal protections in place which make it unlawful for an employer to disclose certain medical conditions without the person’s permission for you to do so. The medical condition I shared with the Head of Department is covered by that law.
Unfortunately I no longer have a copy of the original email I sent her. Although I submitted a Subject Access Request which means the company are required to share any information that I request from my personal file, they stated they could find no correspondence that had been exchanged between me and the Head of Department.
That’s odd considering multiple emails were exchanged between us in relation to the appeal she was dealing with.
Despite asking multiple times whether procedures had changed and it was no longer necessary to send performance feedback to a crew member’s manager, nobody ever responded. That’s because it always has been and still is a requirement that a crew member’s manager be copied in on any written developmental feedback.
Most performance feedback is now completed anonymously on company iPads. For this reason the more detailed assessments once written by Onboard Managers are completed far less often.
In more than nineteen years of being an onboard manager we were never told to send performance feedback to a crew member’s manager “for further discussion” (after speaking with the crew member).
The procedure has always been to discuss any issues with the crew member and then to document them in a performance review. It should then be copied to their manager. This is exactly what I did some weeks later when flying with another crew member who had the same manager as Bart.
I never received a reply to either of my two emails.
Whilst dealing with Bart’s complaint which ultimately let to me losing my job, I had to read and defend myself albeit unsuccessful from a barrage of lies written by three habitual liars and two ignorant and naive individuals.
Two managers and the Head of Department then tell me I didn’t give consideration as to how Bart may feel when sending him a politely written constructive performance appraisal along with an extensive cheat sheet that I wrote because I believed it may help him.
With the exception of Ven who has since been promoted, all cabin crew members involved in this matter were not only friends outside of work but were still in their probation.
Being Cabin Crew | The Ugly Truth 
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