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#1 Lufthansa Munich, purser, and the part time question is the one the German applicants ask after the Tarifvertrag one, and the foreign applicants do not know to ask. The Lufthansa part time system is one of the reasons the crew stay for decades and it deserves its own thread. Here it is from the tables and from the crew room.
The models
The collective agreement provides part time models expressed as a percentage of full time: commonly 50 percent, 75 percent and 87.5 percent, with some other steps available at times. The percentage applies to the annual working time and the roster is built to deliver it: the 50 percent crew member works roughly half the months or half the days, the 75 percent three quarters, the 87.5 percent loses one block in eight. The models are built in blocks (whole months off, or a fixed number of days off per month added to the roster) depending on the fleet and the agreement in force.
Who qualifies
After the probation and a qualifying period, any crew member can apply and the application is granted subject to the fleet's capacity, which in practice means most applications are granted with a wait at some fleets. The parental part time has a legal basis and is granted on request within the legal framework (Elterngeld and the Elternzeit structure for the first years), which is why the crew with young children are almost all on a reduced model.
How the roster changes
The 50 percent models often come as alternating months (a month flying, a month off) or as half the blocks in each month, and the long haul crew on alternating months describe it as having two lives. The 75 percent and 87.5 percent come as additional days off per month, which on a long haul roster means one fewer trip. The days off are protected days and the standby does not touch them.
How the pay changes
The basic scales with the percentage. The allowances follow the flying, so a 50 percent crew member earns roughly half the basic and roughly half the allowances. The pension contributions and the seniority continue at the full time rate for the seniority and at the percentage for the contributions, which is the detail that makes the part time sustainable: you do not lose your place in the seniority list by working less. The tax effect in Germany makes the 75 percent more than 75 percent of the take home, which the crew calculate carefully.
The parental options
The Elternzeit with the full return right, the parental part time at any percentage for the years allowed, the protected roster for the breastfeeding period, and the return to the percentage of choice after. Hannah has written the Frankfurt version and the Munich version is the same agreement. The crew with two children who have been on 50 percent for a decade are common on the long haul fleets.
Why half the long haul crew are on one
Because the agreement makes it possible without losing the seniority, because the long haul body at 50 percent lasts twenty years longer than at 100, because the Munich and Frankfurt crew have families and the alternating month model suits them, and because the airline has accepted that a part time crew member who stays twenty years is cheaper than a full time one who leaves at five. The percentages are the reason the Lufthansa crew room has people in their fifties and sixties.
For the applicants
It is a career with a dial on it. Full time in the twenties, 75 percent with the first child, 50 percent in the forties with the second life, back up or down as the life changes, the seniority intact throughout. The Gulf carriers do not have the dial. The agreement does.
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#2 Frankfurt, and the career with a dial on it is the sentence I have been trying to write for years. The alternating month 50 percent on long haul is two lives exactly and the seniority intact is the detail that makes it a career and not a step down. Felix has the tables and the crew room both.
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#3 Frankfurt, long haul purser, six years, and the crew room with people in their fifties and sixties being the result of the percentages is true and the Gulf crew who visit cannot believe it. The Tarifvertrag is the career and the part time models are the reason it is a long one.
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#4 Frankfurt, three years, and the applicants from abroad not knowing to ask about the part time is exactly right: I did not know and it is now the thing I value most about the contract I have not used yet. The dial exists. Felix's thread should be in the application pack.
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#5 SAS, twelve years, two parental leaves, and the Scandinavian version is the same logic with different percentages and Felix has written why the legacy European carriers keep their crew: the dial. The Gulf has the money and no dial. The dial wins over a career.
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#6 Berlin, 23, Lufthansa and Condor applications sent, and the part time at 75 percent being more than 75 percent of the take home after tax is the kind of detail that makes me want the Lufthansa door more than the Condor one. The seniority continuing at the full rate. Thank you Felix.
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#7 Eurowings Dusseldorf, and the Eurowings agreement has its own part time steps with a similar logic and a smaller range, which the Lufthansa group applicants should know when they compare the two: the dial exists at both and the Lufthansa one has more settings. Good thread.
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#8 Condor, leisure long haul, and the Condor agreement has the part time models too and the crew with children use them, so the Berlin applicant above should not write Condor off on this. The settings differ, the dial exists. Felix's thread applies to the German carriers broadly.
