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Online services for airline employees (staff travel)

As an airline industry employee where can I find help with my personal admin and/or booking staff travel concessions?

Serving and retired employees of British Airways:

Please refer to the BA intranet -  my.baplc.com - for all Staff Travel and Employee Self Service functions.

If you're a former staff member/retired, the Touchdown website  has all the information you need, with a special staff travel section within the "Help" area.

You'll need your staff number/user ID and a BSAFE password to log into this system. If you don't have a BSAFE password, or have difficulties logging in, please contact the BA IT Service Centre on+44 020 8562 4000.

Queries regarding Hotline bookings should be emailed to the "Hotline Helpdesk" team, accessed via the 'Travel' section of the BA intranet or on the home page of the former staff intranet site.

Employees of other airlines:

Staff from other airlines should list for the British Airways flights they hope to travel on using this site: https://idtravel.ba.com  . Please contact the interline/staff travel team within your own airline if you have any problems listing with your ticket.

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Rewards & Benefits

It’s not just about bringing the best talent to British Airways. We want to make sure our colleagues are in it for the long-haul once they join us

That's why our rewards go far beyond a competitive salary, with benefits that can help you save for the future, make what you earn go further, and fit with what's important to you.

We recognise that all the people who work with us should feel valued for the part they play.

Pay & bonus

You'll receive a market competitive salary that reflects the role that you do. Individual bonuses are also given in line with our financial, operational, and personal performance.

We offer a market-leading defined contribution (DC) pension. Colleagues are enrolled at 2% employee contributions and 7% employer, with the option to increase your contributions to either 5% and 11% or 6% and 15% depending on your role.

Flexible Benefits Scheme

Choose from benefits including critical illness cover, cycle to work, additional life insurance cover, private medical insurance, dental plan, tech scheme, and healthcare cash plan.

Flexible working

Flexible working is part of our culture here at British Airways. Options are available based on business and operational requirements.

Training & Development

Every role at British Airways comes with the scope to learn and grow. There is always an investment in upskilling our colleagues.

Tech Scheme

Get up to £1,500 towards tech purchases, including white goods, with the cost spread over 12 months through your salary.

Family Leave

As well as parental, co-parental and shared-parental leave, we offer all primary parents the option to return to work on a reduced hours arrangement, paid at their normal basic pay for up to six months.

Electric car & parking

Eligible colleagues can access a fully-maintained electric car through salary sacrifice. For all colleagues we also offer free car parking at our West Base site near Heathrow for up to two weeks when you go on holiday.

Cycle to Work

Eligible colleagues can participate in this scheme to purchase a bike. This benefit is subject to salary sacrifice, so you will make tax and NI savings.

We'll pay the cost of an annual membership upfront, which will then be deducted from your pay over 12 months. Colleagues on a permanent contract will be eligible for this benefit after three months.

Season ticket loans

The Season Ticket Loan Scheme allows you to purchase an annual season ticket for your train and/or tube journey to work and spread the cost, which is deducted from your salary, over 10 months. You will be eligible for this benefit after three months.

Heathrow Express

Whether you are commuting to Heathrow or heading off on holiday, you’ll be entitled to buy Express Saver tickets with a 75% discount.

Fly the world

British Airways colleagues get access to brilliant staff travel benefits from the day of joining. This includes unlimited basic and premium standby tickets on British Airways, and up to 30 discounted ‘Hotline’ airfares per year for yourself, friends, and family.

After six months, you’ll also be eligible for concessions on other airlines with whom British Airways has an agreement.

After one year, you will receive an Annual Bookable Concession which is upgradeable to either First or Club.

Staff Travel (Current Staff  Agreement 2009)

' ST09 '

        published by People Department and Staff Travel, 15th November 2007,

======================================

STAFF TRAVEL 2009

For Existing Eligible Former BA Staff Effective from 1st April 2009 ST09 published by People Department and Staff Travel, 15th November 2007, Staff travel is a non-contractual benefit granted at the sole discretion of British Airways and, as such, can be amended or withdrawn at any time.

====== ===================================================================================================================

  Staff Travel Products for travel on BA

   Standby * Unlimited standby travel, fares based on the mileage flown.

* Tickets have “Traveller” cabin eligibility. * Acceptance for travel is based on availability at the time of departure, after all commercial considerations.  Employees are responsible for paying any applicable taxes/fees and charges.

   Premium Standby * Unlimited ‘standby’ travel at three times the standby fare, based on the mileage flown. * This concession is given a lower priority than an annual bookable concession and a higher priority than standby concessions and is eligible for travel in the Club cabin. * Acceptance for travel is based on availability at the time of departure, after all commercial considerations. * Refunds are not given on tickets that are used where seats are allocated in either “Traveller” or “World Traveller Plus.” * Employees are responsible for paying any applicable taxes/fees and charges.

   Annual Bookable Concession (ABC)

*Granted to employees in recognition of length of service and/or position held in the

company at ‘nil’ fare.

*Cabin of eligibility varies dependant upon position in the company and if there are children

under the age of 12 in the party.

* Concession valid for travel 1st April – 31 March. All travel must be completed within this

period except when outbound travel takes place in March return travel must be by 30 April.

* A fixed rate service charge will be applied to adult and child tickets, infant tickets are

excluded. The service charge is fixed at £10.00 per ticket for each of the three years

following the launch and will be reviewed annually thereafter.

*Employees are responsible for paying any applicable taxes/fees and charges.

   Discounted Commercial

*Access to limited number of discounted commercial tickets made available from time to

time, currently known as 'Hotline' in the UK.

----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

    General

  Nominee Policy for Existing Eligible Former BA Employees

  Former employees may nominate: -

*1 person of their choice, plus any ‘child/ren of the family unit’ under the age of 24

Nominees can be changed on a rolling 6 monthly basis, provided they have been nominated for a minimum of 6 months.

Definition of ‘person’ being a friend or relative.

For definition of child/ren of the family unit refer to Nominee Policy for Children of Former Employeesm of BA plc

Nominees, excluding Travel Companions, are eligible to travel independently.

For Interline travel employees will be required to state the relationship of their nominee(s) to assess if travel is permissible. Please refer to the following classifications:-

*  Father, natural / step or Civil Partner of natural father*

*  Mother, natural / step or Civil Partner of natural mother*

*  Spouse, person of the opposite sex the employee is legally married to

*  Civil Partner, person of the same sex that the employee has registered in a Civil Partnership

*  Partner, person of the same or opposite sex who the employee considers being their partner

*  Brother, natural, half, step** or son of the Civil Partner of the natural parent

*  Sister, natural, half or step** or daughter of the Civil Partner of the natural parent

*  Son, natural step** or son of the Civil Partner, under age 24

* Daughter, natural step or daughter of the Civil Partner, under age 24

* Travel Companion, person other than above, e.g. friend, see below for examples

  Notes:

* To qualify as a step-parent the nominee must be legally married to the natural parent. For the Civil Partner of a former employee’s natural parent to be eligible they must be in a registered CivilPartnership. Partners of a former employee’s natural parent can be nominated but as a Travel Companion only.

**  To qualify as a stepbrother or sister, the parent of the step-brother/step-sister must be legally married to the former employee’s natural parent. Children of the Civil Partner of the natural parent are eligible providing they meet the ‘Child/ren of the family criteria

Examples of who a Travel Companion could include:

* Friend; child over 24 years of age; partner of natural parent

* Other relatives e.g. Grandchild; Aunt; Uncle; Niece; Nephew; Cousin; In-laws

    Nominee Policy for Children of Existing Eligible Former BA Employees

Children of the ‘family unit’ are eligible to former employee’s staff travel benefits.

Definition of children of the family unit

* Natural or legally adopted child of the former employee under the age of 24

* Natural or legally adopted child of the former employee’s spouse/Civil Partner or partner who at the time of nomination is aged under 18 and lives in the same household as the employee up to the age of 24

* Child, under the age of 18, who is subject of a formal care arrangement and residing on a

permanent basis in the former employees household and likely to do so for the foreseeable

future. Eligibility ceases when the formal care arrangement ends or age 24. Proof of residence may be requested

* Natural or legally adopted child of the former employee, or of the former employee’s

spouse/Civil Partner or partner, with ‘special needs’ and aged 24 or over, providing the child had previously been nominated prior to their 18th birthday

Children of a nominated Travel Companion will not qualify.

Other relatives e.g. grandchildren, nieces, nephews etc, or children over the age of 24 can be nominated as a Travel Companion.

   Changing Nominees for Existing Eligible Former BA Employees

Former employees will have the opportunity to change their staff travel nominee(s) at any time, providing the existing nominee has been on record for a period of 6 months or more.

Nominees can be changed on a rolling 6 monthly basis.

Former employees must ensure that nominations are made in line with the policy. Making a nomination that is subsequently found to be false will lead to disciplinary action being taken.

Former employees are responsible for updating the classification of their nominee/s in the event of a change of status at any time.

Examples: -

*  If former employee divorces. NB: a former spouse may remain eligible if reclassified as a Travel Companion

*  If partnership breaks down. NB: a former partner may remain eligible if reclassified as a Travel Companion

   Death of a nominee within 6 months of being nominated

Former employees may nominate an alternative nominee on production of the death certificate.

    Staff Travel Policy on the Death of an Existing Eligible Former BA Employee

Former employee policy

The nominee, nominated at the time of death, excluding Travel Companions, providing they have been listed as a Staff Travel nominee for a period of 6 months or more, will remain eligible to

*  Unlimited Standby travel on BA flights

               AND

*  Discounted commercial ticket/s on BA

Valid for the remaining period equal to the number of full years continuous service the employee completed.

Any nominated child/ren under the age of 24 remains eligible during this period or until they reach the age of 24, whichever is sooner.

Exceptions:

Where the only surviving nominee/s are ‘children of the family’ then those children between the ages of 18 and 23 years inclusive at the time of the former employees death will remain eligible until they reach the age of 24. If all nominees are under the age of 18 at the time of the employee’s death, all eligibility ceases. Eligibility is not reinstated on reaching the age of 18.

Nominees who were the legal spouse; Civil Partner or partner of the former employee cease to be eligible to rebate travel concessions if they remarry or enter into a new partner relationship.

   Staff Travel Benefits for Existing Eligible Former BA Employees

1. All existing eligible former employees with 10 or more years continuous service and in receipt of staff travel benefits prior to the launch of STAFF TRAVEL 2009, become eligible to the following:-

A. For employees who left up to and including 30 November 2007.

*  Premium Standby Option on BA

*  Discounted Commercial ticket/s on BA

* Annual concession based on length of service

10 – 29 years service inclusive – 1 Annual concession

30 years and over – 2 Annual concessions

B. For employees who leave between 01 December 2007 – 31 March 2009

*  Unlimited Standby on BA and other qualifying airlines

*  Discounted Commercial ticket/s on BA

*  Annual concession based on length of service

10 –19 years service inclusive – 1 Annual concession

20 years and over – 2 Annual concessions

* All existing eligible former employees with less than 10 years continuous service and in receipt of staff travel benefits prior to the launch of STAFF TRAVEL 2009, become eligible to the following:-

*  Unlimited Standby on BA only

*  All existing eligible widows/ers of former employees in receipt of staff travel benefits prior to the launch of STAFF TRAVEL 2009 will be eligible to the following:-

*  All existing eligible former employees with 10 or more years continuous service, regardless of their former employer, yet to re-qualify for staff travel benefits at the launch of STAFF TRAVEL2009, become eligible to the benefits outlined in 1A or B above from the date STAFF TRAVEL 2009 is introduced.

*  All existing eligible former employees having left BA prior to the launch of STAFF TRAVEL

2009 under an Outsourcing/TUPE arrangement to become eligible to benefits outlined in 1A

above from the date STAFF TRAVEL 2009 is introduced.

   Service Charge

A service charge of £10.00 per person will be applied (including children, excluding infants) for each annual bookable concession issued. The service charge will be fixed at a rate of £10.00 for three years from the date Staff Travel 2009 is implemented; thereafter it will be reviewed annually.

   The period of eligibility for Staff Travel Benefits for Existing Eligible Former BA Employees

The principle of granting concessions to future former employees for a period equal to the number of full years continuous service completed will also be applied to existing eligible former employees.

The period of eligibility will be calculated from the date on which the existing eligible former employee drew their staff travel benefits.

For those leaving with an immediate pension - the period to be calculated from the date of leaving.

For those leaving on with a deferred pension - the period of eligibility will be calculated from the date on which the existing eligible former employee commenced receipt of the deferred pension and staff travel benefits.

All existing eligible former employees with 5 or more years remaining before a period equal to the number of full years continuous service is complete will remain eligible to the applicable new Staff Travel package for the remaining period equal to the number of full years continuous service. Thereafter all eligibility ceases.

All existing eligible former employees who are within 5 years of a period equal to their actual length of service will remain eligible to the applicable new Staff Travel package for a period of 5 years from the introduction of STAFF TRAVEL 2009.

All existing eligible former employees who have been in receipt of concessions for a period equal to, or greater than, their actual length of service will remain eligible to the applicable new Staff Travel package for a period of 5 years from the introduction of STAFF TRAVEL 2009.

All existing eligible widows/ers will remain eligible to unlimited standby and discounted commercial tickets for the remaining period equal to the number of full years service the employee completed or five years whichever is the greater.  (please also refer to the Eligibility chart printed below this article).

   Staff Travel Fares

The fares charged for unlimited standby personal travel will be the lower level (ZL) of the fares set by the Zonal Employee Discount organisation of participating airlines.

The fares charged for unlimited premium standby will be 3 x ZL level.

ZL fares are quoted in US Dollars.

    Staff Travel Policy for Banked Long Service Concessions

Banked Long Service concessions must be used in full by 31st March 2009.

    -ends-

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NEWS... BUT NOT AS YOU KNOW IT

How Heathrow airport strikes could threaten your bank holiday travel plans

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Strikes will take charge of Heathrow Airport next month, threatening travel during the Early May Bank Holiday .

Planes could be grounded and flights delayed or cancelled at the busiest airport in London .

Two separate rounds of industrial action are planned from the beginning of May.

In 2023, Heathrow handled almost 80 million (79,180,434) passengers, also making it  one of the busiest  in the world.

This is everything you need to know if you are planning to travel from Heathrow during this period.

What strikes are planned at Heathrow Airport?

The  Heathrow Border Force workers are striking  between April 29 and May 2, and that involves the UK Border Force offices working on passport control across all four Heathrow terminals.

Refuelers working for Aviation Fuel Services (AFS) are to take industrial action for 72 hours beginning on Saturday, May 4.

Previously, a strike had been scheduled between April 11 and 14, but it was called off a week before it was due to begin as PCS (the Public and Commercial Services Union) were waiting for the Home Office to ‘demonstrate they are genuinely seeking a resolution,’ according the organisation’s general secretary Fran Heathcote.

They are responsible for refuelling aircraft at Heathrow from 35 airlines including Virgin Atlantic, Delta, Emirates, Air France, Japan Airlines, Bulgaria Air and Rwanda Air.

It is a Bank Holiday weekend – one of the busiest travelling weekends of the year.

Another strike will take place for almost a week, from Tuesday, May 7, to Monday, May 13.

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To get the latest news from the capital visit Metro.co.uk's London news hub .

This is due to a separate dispute involving members of Unite the union who work in passenger services and security.

Why are border control staff striking?

Heathrow Border Force workers are striking over changes to their working conditions, PCS trade union revealed earlier in April.

The strike will see more than 300 of its members walk out over an issue with the new rostering system, which PSC representatives claim ‘would have a detrimental effect on all the current staff and leave nearly 250 without a job on passport control, including many with disabilities or caring responsibilities.’

Unite also confirmed that, between May 7 and May 13, almost 800 workers will walk out over plans to outsource hundreds of roles in an effort to cut costs.

‘There are no job losses as a result of these changes, and we continue to discuss with Unite the implementation of these changes for the small number of colleagues impacted,’ a spokesperson for Heathrow previously told Reuters.

‘To confirm, we have robust contingency plans in place for each of these individual areas and anticipate no impact on passenger journey.’

Heathrow said the airport’s reorganisation would see all passenger-facing security sourced in-house, with small trolley operations and passenger logistics teams transferred to third-party suppliers (who already work with the airport).

Why are refuelling staff striking?

Refuelers say their employer imposed drastic cuts to the terms and conditions of new staff recruited since January 2024.

Unite accused AFS, a joint venture between oil and gas companies, of ‘bully-boy tactics’, saying it is attacking the ‘most vulnerable new staff’ in its workplace by offering them reduced pension and sickness benefits.

General secretary Sharon Graham said: ‘AFS is behaving appallingly by attacking the T&Cs of new members of staff – those it views as the easiest to intimidate.

‘But Unite will not stand for such bully-boy tactics and we will be backing our members in their fight for improved pensions and sick pay for all staff.’

Another 800 of Unite members are planning to strike later in May due to what the union called ‘deplorable action’ from the airport’s management.

The union said workers in passenger services, who assist travellers to catch connecting flights, trolley operations, and security guards will have their jobs outsourced by June.

Ms Graham vowed to give striking staff ‘unrelenting support’, adding: ‘Heathrow Airport’s actions are deplorable.

‘It is raking in massive profits for the bosses while trying to squeeze every last penny out of its workforce.’

What impact will the industrial action have on flights?

Border Force staff mostly only check arrivals at UK airports, so the greatest impact will be on people landing from abroad.

Regarind the refuelling strike, Unite says the strike action ‘will inevitably cause widespread disruption across the airport, leading to delays and disruption’.

Though it isn’t clear what plans the Home Office has for dealing with potential staff shortages, during the last walk-out in December 2022, military personnel and civil servant volunteers were trained up to replace Border Force staff and deal with delays.

If passengers do experience delays to their flight as a result, they won’t be able to access compensation as the issue is beyond the airlines’ control.

However, the airline will need to provide frequent updates and, if needed, an alternative flight, as well as meals and accommodation during the delays.

What is Heathrow Airport’s response?

Heathrow Airport is working on contingencies with AFS to manage any potential disruption during the Early May Bank Holiday.

It said it has ‘robust’ measures planned, adding that passengers can book flights from Heathrow with confidence.

Regarding the industrial action planned by staff in passenger services, a spokesperson said: ‘We are reorganising our operations to deliver better results for our customers.

‘There are no job losses as a result of these changes, and we continue to discuss with Unite the implementation of these changes for the small number of colleagues impacted.

‘Unite’s threats of potential industrial action are unnecessary, and customers can be reassured that we will keep the airport operating smoothly, just like we have in the past.’

Get in touch with our news team by emailing us at [email protected] .

For more stories like this, check our news page .

MORE : You can buy a basement flat in South London for just £5k — but you’ll need a shovel

MORE : Here’s what the Heathrow Border Force strike could mean for your flight

MORE : ‘River’ of liquid spills from plane toilet mid-flight and flows down aisle

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Passengers face ‘major disruption’ as hundreds of Heathrow Airport staff announce week-long strike

The uk’s busiest airport has stressed it has robust contingency measures in place to deal with industrial action, article bookmarked.

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Passengers at Heathrow , the UK ’s busiest airport, face “major disruption” as 800 members of the Unite union prepare to walk out for a week.

Unite is calling out firefighters and staff in airside operations, passenger services, trolley operations and campus security from Tuesday 7 May to Monday 13 May.

The dispute is over plans for outsourcing what the union calls “hundreds of roles” in an exercise designed to save £40m.

Unite’s regional co-ordinating officer, Wayne King, said: “Strike action will inevitably cause widespread disruption across the airport, leading to delays and disruption. However, this is a dispute that HAL [Heathrow Airport Ltd] has brought on itself.

“Unite is committed to ending the race to the bottom that HAL appears to be set on and that is best achieved through introducing multilateral collective bargaining on pay and conditions for groups of workers at Heathrow regardless of their employer.”

The union says the airport plans to outsource work in passenger services (assisting travellers to catch connecting flights), trolley operations, and campus security (the security guards check vehicles and staff) by 1 June.

Firefighters and airside operations staff plan to walk out in support, says the union, because they fear they “may be next in line”.

Unite’s general secretary, Sharon Graham, said: “Heathrow airport’s actions are deplorable. It is raking in massive profits for the bosses while trying to squeeze every last penny out of its workforce.”

The airport says it has robust contingency plans in place for each of these individual areas and anticipates no impact on passenger journeys.

A Heathrow spokesperson said: “We are reorganising our operations to deliver better results for our customers. There are no job losses as a result of these changes, and we continue to discuss with Unite the implementation of these changes for the small number of colleagues impacted.

“Unite’s threats of potential industrial action are unnecessary, and customers can be reassured that we will keep the airport operating smoothly just like we have in the past.”

In a separate dispute, Unite members at the airline refuelling firm AFS are planning to strike on 4, 5 and 6 May .

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Arizona State hit with NCAA sanctions for improper football recruiting visits during pandemic

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TEMPE, Ariz. (AP) — Arizona State and four former members of its football coaching staff have reached an agreement with the NCAA on penalties for impermissible in-person contact with recruits during the COVID-10 dead period.

Two others are contesting portions of their respective cases via a written record hearing, according to a release by the NCAA on Friday.

Under the penalties, Arizona State was hit with four years probation, a fine, an already-served self-imposed ban for the 2023 postseason and vacation of records for games in which ineligible student-athletes competed. The Sun Devils also will have a reduction in scholarships and recruiting restrictions in alignment for the Level I-mitigated classification for the school.

The agreed-upon violations also include recruiting inducements, impermissible tryouts and tampering by the staff under former head coach Herm Edwards.

The resolution includes an agreement that the violations demonstrated unethical conduct by involved individuals and a head coach responsibility violation. The school also agreed that it failed to monitor the program.

“Arizona State’s cooperation throughout the investigation and processing of this case was exemplary, and the cooperation began with the leadership shown by the university president,” said Jason Leonard, executive director of athletics compliance at Oklahoma and chief hearing officer for the Committee on Infractions panel. “The school’s acceptance of responsibility and decision to self-impose meaningful core penalties is a model for all schools to follow and is consistent with the expectations of the NCAA’s infractions program.”

Splitting the decisions allows the school and other parties to immediately begin serving their penalties while awaiting the committee’s final decision on remaining portions of the case.

AP college football: https://apnews.com/hub/college-football and https://twitter.com/ap_top25