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SIPTU launches JUSTICE campaign to end widespread abuse of workers at Dublin Airport

Date Released: 28 Sep 2008

SIPTU has launched a new campaign to expose the levels of gross exploitation of workers at Dublin airport. The campaign, entitled ‘Join a Union, Stick Together and Improve Contracts of Employment’ (JUSTICE), it is being organised jointly by SIPTU’s Aviation and Aer Lingus Branches.

The Union wants a Registered Employment Agreement for the aviation industry to enforce minimum standards and stop the denial of basic human rights that many workers experience on a daily basis.

Although Dublin airport has an image as a good place to work the reality is that many people are:

  • Employed on short term contracts
  • Denied the protection of the Unfair Dismissals Act
  • Work for little more than the national minimum wage
  • Are liable to be rolling rosters from 05.30 to 02.00
  • Work extra hours without overtime
  • Work Christmas Day and public holidays
  • Have annual holidays cancelled without notice
  • Lose monthly attendance bonuses for missing one day or are 60 minutes late in a calendar month
  • Pay for their uniforms

“This list is by no means exhaustive and the terms of employment being dictated by some managements makes it impossible for people to have a normal social life, let alone hope to buy a home or raise a family”, SIPTU Aviation Sectoral Organiser Dermot O’Loughlin says, “People tend to think of Aer Lingus, versus the rest, when it comes to good quality employment at Dublin airport, but the real divide is between unionised and non-unionised companies.

“Workers in unionised employments such as Aer Lingus, Aviance and Servisair earn between 17 per cent and 28 per cent more in basic pay than workers in comparable jobs at non-union companies such as Sky Handling and Industrial Temps. This can amount to between €352 and €657 a month and the gap widens significantly when items such as better overtime rates and shift allowances are taken into account.

“Workers in unionised companies also have better sick pay and pension schemes. They have more confidence in raising issues that concern them with the employer, either directly or through their union representative, and, most important of all, are treated with respect.”

“The aim of the campaign is to promote best practice”, Aer Lingus Branch Organiser Teresa Hannick says, “and to reverse the tide of bad employers driving out good ones which we see happening across wide sectors of the economy. The bottom line for companies may be to generate as much profit as possible but it cannot be at an unacceptable and unsustainable social cost to employees.”

Mr. O’Loughlin points out that a recent position paper by the Association of European Airlines, which has over 30 members, including Aer Lingus, commits itself to maintaining good employment standards for employees and for workers employed by subcontractors in the aviation sector. He says that the AEA “specifically states that ‘subcontracting must not be abused or lead to a deterioration in quality or safety standards’.

“We believe a major step forward would be the creation of a Registered Employment Agreement for the aviation sector which would ensure minimum standards. This would meet the objectives of the AEA and of SIPTU, ensuring a level playing pitch for companies and minimum standards for workers. In the meantime we will be spreading the word that airport workers are better off in a trade union.”

Company 

Basic monthly pay plus average allowances(Starting Rates) 

Sick Pay Scheme 

Pension Scheme 

Overtime Rates 

Workers Voice Recognised 
 Aviance  €2,387

13 weeks full pay

Worker pays 5% and company pays 5%

1.5

1.7

2.0

 YES
 Aer Lingus  €2,235

26 weeks full pay and 26 weeks at 75%

Worker pays 8.375% and company pays 10.375%

1.5

2.0

 YES
 Servisair  €2,082

6 weeks full pay and 6 weeks half pay

Worker pays 5% and company pays 5% 

1.50

1.66

2.0

 YES
 Sky Handling  €1,732 7 days

Worker pays 5%and company pays 5%

 1.5 NO
 Industrial Temps  €1,728 None  None 1.5 NO