---

---

---

---

---

---

---

---

---

---

---

---

---

---

---

Dear Mr Hickey,

I am the ERC for the XXX-base and I am writing to you to inform you that today the ERCs of Italy have voted to reject your offer of temporary increased pay to tackle the pilot shortage issues we are facing.

We believe that these issues we are facing are only symptoms of a much bigger problem. This problem is caused by the complete failure of the senior managers of Ryanair to construct a solid employee base and IT structure to support the growth of the airline. We believe that continuing to patch up the symptoms of this problem are eventually going to lead to a major and possibly unrecoverable collapse in the service we provide. We are not prepared to follow these strategies any longer.

We now request from you:

Document One: A commitment to have a first draft Italian Employee Contract for all pilots and cabin crew based in Italy and to have a final draft ready for the summer season 2018.

Document Two: A draft plan and commitment to supply the resources (increased staff numbers, proper training and modern software) necessary to adequately staff the supporting departments of the company (crew control, rostering, payrol, maintrol etc.) and create renumeration packages for these staff members which will encourage them to remain in their positions gaining experience and developing into the world class support structure we need.

We believe the root cause of the problem is simply that the CEO, backed by the senior management team have, for decades, been blindly chasing the lowest possible fare while neglecting other critical aspects of building an organisation.

The above documents must be signed by the board of directors.

These issues affect the quality of the lives of the 10,000 crew members who are the engine of this company. We work hard for the company, many of us for many years. We work off days. We accept roster changes in the middle of the night. We fly rescue missions. We fill the gaps often paying for phone calls and taxis out of our own pocket... etc. And we do this almost entirely without any complaint. We are proud to be part of this dynamic company and we look forward to building the future.

Unfortunately we are not able to organise a company wide discussion on this topic, obviously it would be ideal to send this letter signed by all of the ERCs including all of their ideas but it is currently impossible. We encourage our colleagues in other bases and countries to take a similar stance and start now to demand the structures required to permanently solve these issues and take this company safely to the next stages of planned growth.

Best Regards,
XXX

---

---

Dear Diarmuid,

It’s now almost 4 weeks you came to CRL.
With Laurent, you agreed to organize a formal first meeting with the new CRL’s ERC team before end of September.
At this date we don’t see any meeting appearing on our rosters.

We kindly ask you to organize that meeting as soon as possible. We start to have difficulties to give positive signs to our colleagues about their future with Ryanair.
When we tell them that we have not yet started to work together we are usually facing disappointment or even sometimes some anger.
And last memo from the COO doesn't help to keep people happy. The fear of not keeping the 5/4 roster increases the pressure on them and may lead to unsafe situations.
On top of that we continue to be challenged about the following topics :

In case of out base duty, more and more colleagues are not receiving the support they are expecting from Crew control. No hotel booked or hotels booked via touristic website such as "booking.com". Someimes they even don't have the standard required by Part A. And of course not, as usual, not prepaid.
Taxi’s to/from Airports are never booked.
Overnight allowance is no longer in line with the actual cost of hotel / restaurant meal. If you consider lunch + dinner it’s even worst.
Very slow or inaccurate procedure to recover money after out of base duty.
Had/hoc leave system is useless as even « green days » are never available and Rostering takes up to 3 weeks to denied an available period in the system.
Moodles training is not yet included in duty time or considered as a duty.
Staff parking is not accessible to trainees at CRL and the cost of passenger ‘s parking is prohibitive for cadets.
Piltos ask us to clarify the situation concerning the 10.000 € incentive for new pilots. Sector pay keeps to decrease throughout the years. Are you going to give that incentive to the crews helping the company to make massive benefits for many years?
it is now mid-september and still no possibility to apply for annual leave for next year. Pilots are getting stressed by the situation. Many of them are complaining about family pressure leading once more to unsafe situations.

As you can see, there is major points to be discussed as soon as possible.
Looking forward to seeing you in a near future,

Best Regards,

The CRL Reps,

---