|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 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 around the company.
Don’t forget I was told by the Head of Cabin Crew I shouldn’t have repeated the words tommy tank or 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, especially when written in a courteous 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 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 two cabin crew line managers and the Head of Cabin Crew. Bear in mind I had only been back at work since March and also lost my dad just two weeks after my flight with Bart.
I can’t tell you how difficult it was for me 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 this malicious grievance plus a second grievance before the first one had even been concluded took me on a journey so dark it’s difficult to put into words.
All this from a company who I’d given twenty nine years of my life to and who claim they do everything possible to look after the mental health of their employees.
I’ll never forget saying to the Head of Cabin Crew during my appeal meeting, “do you know how many men of my age commit suicide?”
Two weeks earlier she had asked for a second grievance be filed against me and for it to be dealt with as a final written warning. Bart’s grievance was also being treated as a final written warning.
Crew manager Hayley made mistake after mistake after mistake yet was fiercely defended by the Head of Cabin Crew. She told me repeatedly that Hayley was a very experienced manager.
I made one mistake. That was not speaking with Bart about his entire performance although I had addressed several individual issues with him. I should also have told him I would be documenting what we had discussed.
This was an incredibly challenging flight at a time when I already had so much else on my mind.
From the time I checked in until the time we landed back at Heathrow I tried to do the best job that I could under very difficult circumstances. That still wasn’t enough. I wasn’t given one iota of credit for the way I managed what was an exceptionally difficult flight.
I had no idea how Bart felt about me which is why I said in his review he didn’t say goodbye as he left the aircraft or when he got off the bus in the carpark. Crew always say goodbye to each other at the end of the flight. We’d just spent almost three days together and it was Boxing Day.
Despite asking Hayley to be mindful about when she sent me the outcome of her investigation, I received it three hours after landing from the first (inaugural) flight to Tel Aviv. She therefore gave no consideration as to how I may feel when reading it.
Bart received his appraisal at 13.09 more than twenty four hours after landing home from our flight.
The Head of Cabin Crew told me I should have completed Bart’s performance monitoring 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 following screenshot 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 Cabin Crew understand the meaning of confidentiality? Oh silly me of course she doesn’t, she shared intensely private 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 Cabin Crew 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 to the airline which means they are required to share any information with me that I request from my personal file, they stated they could find no correspondence that had been exchanged between me and the Head of Cabin Crew. Funny that.
Despite asking multiple times whether procedures had changed and it was no longer necessary to send a performance appraisal to a crew member’s manager nobody ever gave me a response. That’s because it has always been and is still a requirement that a crew member’s manager be copied in on any feedback that’s written.
Most performance feedback however is now completed anonymously on company iPads.
In nineteen years of being an onboard manager we were never told to send performance issues to a crew member’s manager “for further discussion” (after speaking with the crew member).
The procedure has always been to first discuss any issues 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. She had the same manager as Bart. She never replied to either of my mails.
I discussed several points with Bart during our flight together. It wasn’t possible for me do his “mandatory performance monitoring” because it only appeared on Katrina’s iPad. There was no time for me to write a detailed review during the inbound flight and I explained that in my defence.
The Head of Cabin Crew told me I should have discussed his performance with Katrina who was working up as Purser so she could mark him accordingly.
She also said I could have completed his review on her iPad. She had only been in the company a couple of months longer than Bart.
Whilst dealing with his complaint which ultimately cost me my job, I had to read and defend myself albeit unsuccessful from a diatribe written by three compulsive liars and two stupidly naive individuals.
Two managers and the Head of Cabin Crew 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.