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captjns

7th Mar 2006, 12:38

Ryanair Founders Join Mexican Low-Cost Airline
February 28, 2006 The Ryan family, founders of Europe's biggest low-cost airline Ryanair, has teamed up with one of Mexico's largest bus companies to launch a new, no-frills carrier targeting travelers with families in the United States.
The Ryan family said it had linked with bus company IAMSA to create a company whose commercial name is still being decided.
Earlier on Monday, a Ryan family statement said the new carrier's name was AeroBus.
The Mexican airline industry staged a radical turnaround last year with the arrival of new low-cost airline companies and the privatization of Mexicana, one of the two top local airline companies. The other, Aeromexico is still to be sold.
In 1985, the Mexican industry carried about 15 million passengers. Today the country's air traffic is around 30 million.
Ryanair, founded in 1985, carries some 70 million passengers, more than the entire Mexican industry and offers average fares 75 percent lower than the carrier charged two decades ago.
Mexico "remains a fantastic opportunity for commercial aviation with excellent tourist, labor and business traffic potential that is largely untapped," Ryanair founder Tony Ryan said at a conference in Mexico City.
Pending the government's final authorization, the airline is expected to launch in September, carrying 1.5 million passengers during the first year of operation, and include US cities among its destinations.
IAMSA's president, Roberto Alcantara, said the new company would start operations with a USD$50 million investment and two planes. But the fleet, which will operate under leasing contracts, could grow to 10 by 2007.
The routes have not yet been decided, but Alcantara said the company is interested in cities such as San Diego, Los Angeles, Las Vegas, Houston and Chicago - all of which have large Hispanic populations.
The company could open Mexican headquarters in Toluca, where rivals Interjet and Volaris already set up shop in 2005, but the central Mexico cities of Queretaro, Puebla and Cuernavaca, as well as Monterrey in the north and Guadalajara in the west are also possibilities.
The new carrier will go after the so-called ethnic market, or "families and migrating workers that travel frequently to several US cities," Alcantara said.
Ryan said the company could break even within two years.
The Ryans joined with Maurice Mason of Kite Investments to establish RyanMex to facilitate the family's investment in the Mexican airline. Investor Mason has other ventures around the world outside the airline industry.
RyanMex will have a 49 percent of shares in the new airline, while IAMSA will hold a majority stake.
Brazil's GOL is also expected to launch operations in the low-cost market segment during the first half of the year.

(Reuters)

http://news.airwise.com/story/view/1141129261.html

Wadadli

11th Mar 2006, 05:38

You can expect contracts like this.It is the latest proposed Ryanair pay deal. Here in the UK we in the low cost work maximum 900 flight hours per year, and we dowork to the maximum:hmm: . I don't work for Ryanair, but another UK low cost airline. Enjoy the read!

Version 6: 3rd March 2006
STANSTED PILOT PAY AND SHARE OPTIONS PROPOSAL
The following proposals have been put forward to the Stansted ERC following a series of meetings
and negotiations with both the ERC and the Stansted pilots. It is our intention to negotiate these
proposals in order to reach agreement before the end of March.
If we fail to reach agreement before 31st March then a 1.8% pay rise will be applied, and sector pay
will remain unchanged and the share option scheme will not proceed.
Version 6: 3rd March 2006
2
STANSTED PILOT AGREEMENT
A. INTRODUCTION
This Agreement replaces the Pilot Group Agreement (30th November 2000) as it applied to STN pilots. This
agreement applies to all aircraft types.
This is a five year Agreement to trial 5 on/4 off. At the end of the five years the rostering agreement
automatically reverts to the current 5 on/3 off unless it is replaced with another agreement at that time.
B. SUMMARY
ROSTER PATTERN 5 ON 4 OFF (11 more days off - 7% increase)
BASIC PAY 9.3% Increase
SECTOR PAY Payment per scheduled block hour
Sector per
Duty
£ per scheduled block hour
Capt FO SO
4 or more £23 £22 £15
Less than 4 £20 £19 £17
SHARE OPTIONS Options over 8,000 Shares
C. ROSTER
A roster pattern of 5 on, 4 off will be achieved and under the following conditions (for a five year trial period and then
revert to the current 5/3) as follows:
1. The annual working days per pilot are 5 days per week less annual leave and bank holidays.
2. The roster shall be 5 early duties, followed by 4 days off, followed by 5 late duties, followed by 4 days off.
3. Once every quarter 5 on, followed by 4 off may be changed to 5 on followed by 3 off.
4. 1 day of annual leave is automatically allocated into the roster each month to assist in achieving the roster pattern
(indicative roster attached).
5. The remaining 17 days of annual leave may be applied for without restriction, however leave requests of blocks of
5 days will be given preference. Days off may be allocated before or after leave, but not both.
6. Recurrent training will take place on rostered days off.
7.
Roster 2000 2005
Summary Agreement Agreement
Days Off 132 148
Leave 29 29 (12 are allocated)
Training 0 -5
Net Days Off 161 172 Increase 11 days (7%)
8. Any days absence must be made up immediately following this absence by a pattern of 5 on, 3 off, 5 on 2 off to
compensate for lost days.
9. If collective absenteeism rises above 1.9% for any two month period then the roster will revert to 5 on 3 off with 5
on 2 off six times per annum.
10. If the average block hour per duty at a Base falls below 6.5 hours then the roster shall revert to 5 on, 3 off with 5
on, 2 off six times per annum.
11. Command and other non-recurrent training (i.e. conversion training, LTC, TRI/E training etc) will be rostered on
the basis of 5 on 2 off or whatever pattern is necessary to expedite training, subject to Ryanair Ops Manual, Part
A, Chapter 7.
12 Medicals will be taken in the pilots own time and at their own expense.
13. Early starts and late finishes will be subject to the restrictions of the Ryanair Ops Manual Part A, Chapter 7.
Version 6: 3rd March 2006
3
14. Draft rosters will be issued each Friday for the four weeks commencing Monday three days later. Draft roster
duties will be subject to change.
15. Final roster will be issued on Friday for the week commencing Monday three days later.
16. Days off in the draft roster (published four weeks in advance) will be guaranteed.
17. Roster changes will only be permitted from earlies to earlies or alternatively from lates to lates. These changes
are compulsory and can be made on the day if necessary but a mandatory roster change (involving an increase in
sectors) will not occur more than once a week as at present.
18. Pilots may refuse any roster change requests that moves them from an early to late duty, or vice versa that day.
19 No pilot will be rostered for flying duties for more than five consecutive working days.
20 Requests for specific days off or duty types cannot be accommodated however requests for individual days
annual leave may be accommodated.
21. Any swaps made by pilots must comply with the provisions of Ops Manual, Part A and be approved, in writing, in
advance by Crew Control. The prohibition on early to late or alternatively late to early also applies to swaps.
22. The payment for working days off will not apply to swaps.
23. Pilots temporarily not available for flying duties due to medical reasons but otherwise available may be rostered
for Flight Operations ground duties on the basis of 5 on 2 off but subject to the restrictions of the Ryanair Ops
Manual, Part A, Chapter 7. Sector pay will not apply to these ground duties.
24. If FTLs are reached or come into play, then, in order of priority; annual leave, then training, then time off will be
allocated.
25. All FTLs will be as per the current Ops Manual.
26. It is accepted that from time to time if operational circumstances change, as determined by Flight Operations
(such as a heavy training burden, an aircraft introduction, or above normal levels of resignations/recruitment),
then the integrity of revenue flight operations will remain paramount and these rostering guidelines may be
suspended or altered for periods of 28 days at a time and the basic provisions of the Ryanair Ops Manual, Part A,
Chapter 7 will apply.
27. This roster agreement will remain in place for as long as Ryanair Stansted Pilots deal directly with the Company
and engage in no work stoppages. If Ryanair is forced to recognise any pilot trade union or association in the UK
or if there are work stoppages of any kind, then the roster shall revert to 5 on, 3 off, with 5 on 2 off six times per
annum.
D. SECTOR PAY
1. Flight sector pay will be paid as follows:
Sector per Duty £ per scheduled block hour
Capt FO SO
4 or more £23 £22 £15
Less than 4 £20 £19 £17
2. Holiday sector pay:
Per Day Captains First Officers Second Officers
UK£ (net of tax) £66 £60 £37
3. Working Day Off:
Per Day Captains First Officers Second Officers
UK£ (net of tax) £230 £230 £100
It is recognised that from time to time pilots may be requested to work a rostered day off, in order to avoid
changes to the overall roster pattern at Stansted. The flexibility of pilots in working on days off is reciprocal to the
privilege of swapping duties. Should any pilot decline to offer that flexibility , then the facility of swapping will not
be available to that pilot.
Version 6: 3rd March 2006
4
E. BASIC PAY
1. Basic pay will be increased by 9.3% over the period of the agreement as follows:
Date Increase
1st April 2006 5%
1st April 2007 1%
1st April 2008 1%
1st April 2009 1%
1st April 2010 1%
2. Newly promoted Captains will be paid 85% of the applicable Captains basic pay for the first year of promotion.
3. Automatic increments to pay will cease from 1st April 2006.
F. SHARE OPTIONS
If this Agreement is put in place by Stansted pilots on or before 31st March 2006, Stansted pilots will be allocated a
new tranche of share options as follows:
1. Options over 8,000 Shares at the lowest strike price during the current open period (€7.53).
2. Granted on April 1st 2006 but exercisable on the 5th anniversary subject to same terms and conditions as the 2000
Agreement and provided you are still in the employment of Ryanair on the 5th anniversary.
3. Entitlement to these options is dependent on adherence to this Agreement in its entirety, and will be lost if there is
industrial action by Stansted pilots of any kind, or if Ryanair is obliged to recognise any pilot trade union or
association in the UK.
4. All other terms and conditions are as per the XYZ Share Option Plan.
G. LOSS OF LICENCE
1. The loss of licence cover will cease as previously confirmed from 1st April 2006 onwards.
H. PROMOTIONS
1. It is more efficient in costs and training resources to hire Captains directly rather than promote from within.
However in recognition of Ryanair pilots dealing directly with the company, Ryanair will maintain a policy of
promoting from the ranks of suitable co-pilots working for the company to fill command positions arising from the
delivery of aircraft to particular bases, for so long as direct dealings continue.
2. All co-pilots will be evaluated for command when they fulfil the hours requirements set out in the Ryanair Ops
Manual.
3. All co-pilots who have passed evaluation and selection will be provided with Command training free of charge,
subject to bond and aircraft deliveries.
4. Promotion to Senior First Officer will cease from 1st April 2006.
I. JOB SHARE
1. Job sharing will be considered on a case by case basis - two people cover roster. The introduction of a job share
facility is primarily for the care of young children. At least one of the applicants for each job sharing request
must have a child under the age of nine for the period of the job sharing arrangement requested.
2. Job sharing will initially be on a 6 month trial and will be agreed in blocks of 12 months from April to April. There
are no extensions to thi spoicy and you must submit a fresh application at least 3 months in advance of the
proposed commencement date of the job sharing arrangement.
3. The base must be fully crewed with the required amount of FTEs.
4. If a base falls below the required amount of FTEs through promotion, transfers, resignations or additional aircraft
deliveries, then job sharing may be cancelled.
5. If either party of a direct job share is unable to fulfil the full roster, then the other will be obliged to make up the
shortfall.
6. In cases of absenteeism the other party to the job share will be expected to cover periods of absence. If this is
not achieved, then job sharing will cease.
7. If discipline or performance of either party is below acceptable levels, then job sharing will cease.
Version 6: 3rd March 2006
5
8. The two parties to a job share will share one line and carry out two consecutives blocks of duties (18 days) each
in sequence.
9. Leave of ten days each per annum will be allocated at company discretion.
10. Basic pay will be 50% less £3,000 for half of the additional recurrent training.
11. Sector pay will be at 100% of the applicable sector pay excluding holiday or sickness.
12. 50% of full time conditions apply - staff travel etc.

Wadadli