Stressed and Fatigued on the Ground and in the Sky: Changes from 2000 – 2007 in civil aviation workers’ conditions of work
“This study highlights the changes in Civil Aviation workers’ conditions between 2000 and 2007 and is being published just as the Civil Aviation Section of the ITF turns 60 years old.
The first Conference of the Section was held in October 1949 when the jet-propelled civil aircraft was still a few years away from being commercially exploited, and air travel for ordinary people was a prospect only a few visionaries could see. The ITF was just re-starting its activities in earnest following the end of the Second World War, and existing aviation affiliates were already demonstrating their long-term perspective by pressing the ITF to take a “close look not only at working conditions but at safety” in the aviation industry.
Workers today would not recognise the world of civil aviation in existence then. Over the course of the following 60 years, scientific and technological progress made civil air transport a crucial part of the transport mix. Technological progress brought positive changes but also many challenges for aviation employees, and had a profound impact on their working conditions.
The real problem however came with deregulation, starting at the end of the 1970s and eventually leading to the disappearance of thousands of high quality jobs along with most of the ‘legacy airlines’ that provided them. Neo-liberal dogma dictated that the best course for the industry was to privatise and to outsource as many of its operations as possible. Time would unfortunately prove this strategy to be ineffective and potentially dangerous – an ICAO study from 2005 found that too much liberalisation has led to the loss of control over safety.
Unfortunately there has been no let up in the liberalisation and deregulation agenda in the intervening decades. International competition, mergers, alliances, and cost-efficiency strategies are still being pursued relentlessly, increasing the already intense pressure in an industry that is not only characterised by cut-throat competition but which is also painfully exposed to external factors such as security concerns and economic crises. All this of course has had a direct impact on jobs and the working conditions of those employed in the industry.
In this scenario, low-cost carriers push yet further the boundaries of what their workers, and even what passengers will put up with. And they don’t stop there. Local airports and service providers are also forced to lower their charges and to provide ‘flexible’ and cheap labour or face the threat of abandonment by such carriers.
These companies use their workers to the limit in their quest to lower running costs and to advertise the lowest fare. Sadly, many passengers are still taken in by the creative fare structures that obscure the true cost of many flights. And the drive to infinitely lower fares continues, despite concerns about its implications for both passenger and crew safety raised by trade unions.
In the period covered by this study, statistics show that global air passenger traffic, air freight volume and revenues have gone up. However, while the industry has grown, civil aviation workers have faced a steady decline in their conditions in all regions. This groundbreaking study on fatigue by the ITF’s Civil Aviation Section examines the reasons for this in the context of the changes within the industry. One thing is very clear – this is an extremely serious problem for our workers, and we have to fight back.
Stressed and Fatigued on the Ground and in the SkyThis study, while valuable in itself, has a broader importance. The findings will help us to develop an international campaign that addresses the common concern of stress and fatigue but in a way that focuses effectively on the specific needs of each of the three very different groups of civil aviation industry workers: air traffic services and ground staff (whose work involves shift work), and crew members (whose work involves frequent changing of time zones).
Many unions are already involved in national activities to address this problem. An ITF campaign would aim to support those activities and encourage action in countries that aren’t currently involved in such initiatives. An international campaign would also serve to focus international attention. National campaigns would benefit from the effects of major worldwide coordinated actions. Other solutions, such as international minimum standards, will require pressure at the relevant international level.
A global campaign will illustrate the fact that this problem is not confined to one country or group of countries. It is experienced in all countries in all parts of the world.
Gabriel Mocho Rodriguez ITF Civil Aviation Section Secretary”
Foxconn workers sickened by N-Hexane – a letter from 2 workers
By Peter Schnall
What is wrong with the approach of the Fair Labor Association to Foxconn
By Peter Schnall
2011 UCLA Work and Health Course Slides
2011 UCLA Work and Health Course Syllabus
2011 UCLA Work and Health Course Readings
Work and Health, Spring 2011
CHS 278/EHS M270
*Articles should be read prior to class in which reading is listed (i.e. article on Allostasis, Homeostatis and the Cost of Adaptation should be read before class on Session 2).
Session 1
Beyond the Individual: Connecting Work Environment and Health. (Chapter 1) Gordon, D, Schnall, P., In Schnall PL, Dobson M, Rosskam E, Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009.
Economic Globalization and Its Effects on Labor. (Chapter 2) Moutsatsos, C. In Schnall PL, Dobson M, Rosskam E, Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009.
The Changing Nature of Work. In Schnall PL, Dobson M, Rosskam E, Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009. Pp 17-20.
Session 2
Healthy Work: Stress, Productivity and the Reconstruction of Working Life, pp.1-31
Session 3
Healthy Work: Stress, Productivity and the Reconstruction of Working Life, pp.31-82
Session 4
Allostasis, Homeostasis, and the Cost of Adaption
Session 5
The Health and Economic Costs of “Unhealthy” Work, In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009. pp. 87 – 88
The Workplace and Cardiovascular Disease. (Chapter 6) Landsbergis,P., Schnall, P., Dobson, M., In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009. pp. 89 – 101.
Job Strain and Health Behaviors: Results of a Prospective Study
Session 6
From Stress to Distress: The Impact of Work on Mental Health. (Chapter 7) Dobson, M., Schnall, P., In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009. pp. 113 – 127
Obesity in US Workers: The National Health Interview Survey
A Framework for Concurrent Consideration of Occupational Health Hazards and Obesity
Session 7
Work, Ethnicity, and Health in California (Chapter 8). In Schnall PL, Dobson M, Rosskam E. Unhealthy Work: Causes, Consequences and Cures. Baywood Publishing, 2009. pp. 133 – 148.
Society and Health: Class, Work, and Health, pp. 247-271 (distributed in class Session 6)
Healthy Work: Stress, Productivity and the Reconstruction of Working Life, pp.89-103 (distributed in class Session 6)
Session 8
Readings:
Interventions. In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009. pp. 169-172
Interventions to reduce job stress and improve work organization and worker health. (Chapter 11) Landsbergis, P.A., In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009, pp. 193-209
Articles for Presentation:
Using participatory action research methodology to improve worker health. (Chapter 12) Rosskam E. In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009, pp. 211-228.
The MUNI Health and Safety Project: A 26-year Union-Management Research Collaboration. Antonio R, Fisher J, Rosskam E. In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009, pp. 229-247.
Organizing and collaborating to reduce hotel workers injuries. Casey M, Rosskam E. In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009, pp. 249-266
Session 9
Work, Psychosocial Stressors and the Bottom Line. (Chapter 9) Jauregui, M, Schnall P, In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009. pp.153 – 165.
Stakeholder Perspectives on Work and Stress: Seeking Common Ground. (Chapter 10) Gordon, D, Jauregui, M, Schnall, P., In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009. pp. 173 – 190.
Session 10
Curing Unhealthy Work. (Chapter 19) Schnall, PL, Dobson, M, Rosskam, E, Landsbergis, P., In Schnall PL, Dobson M, Rosskam E., Editors Unhealthy Work: Causes, Consequences, Cures. Baywood Publishing, 2009.
Worker Participation and Autonomy: A Multilevel Approach to Democracy in the Workplace
FLA Workplace Code of Conduct
Companies that join the FLA commit to 10 Principles of Fair Labor and Responsible Sourcing and agree to upholding the FLA Workplace Code of Conduct throughout their entire supply chain. The Code of Conduct is based on International Labour Organization (ILO) standards, and seeks to protect the workers who manufacture the clothing, footwear, luggage, jewelry, electronics and other items enjoyed by consumers around the world.
Preamble
The FLA Workplace Code of Conduct defines labor standards that aim to achieve decent and humane working conditions. The Code’s standards are based on International Labor Organization standards and internationally accepted good labor practices.
Companies affiliated with the FLA are expected to comply with all relevant and applicable laws and regulations of the country in which workers are employed and to implement the Workplace Code in their applicable facilities. When differences or conflicts in standards arise, affiliated companies are expected to apply the highest standard.
The FLA monitors compliance with the Workplace Code by carefully examining adherence to the Compliance Benchmarks and the Principles of Monitoring. The Compliance Benchmarks identify specific requirements for meeting each Code standard, while the Principles of Monitoring guide the assessment of compliance. The FLA expects affiliated companies to make improvements when Code standards are not met and to develop sustainable mechanisms to ensure ongoing compliance.
The FLA provides a model of collaboration, accountability, and transparency and serves as a catalyst for positive change in workplace conditions. As an organization that promotes continuous improvement, the FLA strives to be a global leader in establishing best practices for respectful and ethical treatment of workers, and in promoting sustainable conditions through which workers earn fair wages in safe and healthy workplaces.
Employment Relationship
Employers shall adopt and adhere to rules and conditions of employment that respect workers and, at a minimum, safeguard their rights under national and international labor and social security laws and regulations.
Nondiscrimination
No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.
Harassment or Abuse
Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.
Forced Labor
There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.
Child Labor
No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.
Freedom of Association and Collective Bargaining
Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.
Health, Safety and Environment
Employers shall provide a safe and healthy workplace setting to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employers’ facilities. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.
Hours of Work
Employers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.
Compensation
Every worker has a right to compensation for a regular work week that is sufficient to meet the worker’s basic needs and provide some discretionary income. Employers shall pay at least the minimum wage or the appropriate prevailing wage, whichever is higher, comply with all legal requirements on wages, and provide any fringe benefits required by law or contract. Where compensation does not meet workers’ basic needs and provide some discretionary income, each employer shall work with the FLA to take appropriate actions that seek to progressively realize a level of compensation that does.
Are recent salary increases announced by Foxconn going to solve the problems at Foxconn?
By Peter Schnall
Letter from Li Qiang, Director of China Labor Watch to Tim Cook
By Peter Schnall and Erin Wigger
Response to Foxconn Workers Threaten Mass Suicide Post
By Ellen Rosskam, Ph.D., MPH, Center for Social Epidemiology’s European Associate
Welcome to the website of the Center for Social Epidemiology. The purpose of this site is to bring together, for public dissemination, information about and related to Work Stress and Cures.
Visit The Center of Social Epidemiology.
Visit the Working on Empty film.
Visit the Healthy Work Campaign.
